Operating models
/0 Comments/in /by Dmytro RodionovOperating models
What is an operating model?
It is the combination of how a business will utilize its people, process, and product to bring value to its customers.
How do operating models help the HR department?
Operating models assist the HR department by laying down a detailed plan to implement any workforce-related strategy. These include designing a plan to implement a strategy, using the plan as a guide while implementing the strategy, and leading the plan to success.
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Offboarding
/0 Comments/in /by Dmytro RodionovOffboarding
What is off-boarding?
It is the formal process of separating an employee after termination, resignation, or any other reason. It involves a thorough knowledge exchange process to promote a smooth transition of a new employee into the soon-to-be-vacant position.
What is included in the offboarding process?
The HR department should include the below components in the offboarding process to make it a success:
Exit interview
Employee offboarding checklist
Ensuring all the knowledge about the job role has been noted down.
The process of gathering company assets, including credit cards and laptops
What are the risks involved when there is an offboarding process?
Many problems can crop up if proper offboarding is not conducted. This stands especially true if a key employee is leaving the organization. It could lead to communication problems as the employee may be busy with his new work and will not be able to give proper feedback on his previous job. Also, the company can lose vital information and knowledge if it is not jotted down or passed to the new employee.
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New Work
/0 Comments/in /by Dmytro RodionovNew Work
What is New Work?
New Work implies “working to live instead of living to work.” An increasing number of people are looking for meaningful New Work as it meets their needs for freedom and autonomy.
What does the New Work culture comprise of?
New Work culture comprises different aspects that employees seek during their course of employment, like:
- Flexible workplace and remote work, part-time, or hybrid work opportunities.
- Team building through a collaborative work environment
- Talent management systems that promote diversity and equality
- Continuous learning opportunities through mentoring, coaching, or other learning methods.
- A job description that has a high significance
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Upskilling
/in /by Dmytro RodionovUpskilling
What is upskilling?
It is the process of learning new skills or teaching workers new skills.
How does upskilling enhance employee recruitment and retention?
From a talent attraction perspective, many job seekers consider professional development opportunities a significant selling point when deciding where to work. Coupling professional development through upskilling with clear career pathways can produce a loyal, skilled, and motivated team. It can also improve retention. A committed workforce is a committed workforce that feels well prepared for their jobs and experiences company investment in their professional futures.
How does upskilling allow casting a wider talent acquisition net?
The lack of qualified talent is one of the most significant roadblocks to the growth of an organization. As required skillsets are evolving fast, training and upskilling enable employers to pick up potential candidates and nurture them for the future. This helps to fill positions through internal hiring on time and keep up with the pace of achieving organizational objectives.
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Absenteeism
/in /by Dmytro RodionovAbsenteeism
What is absenteeism?
Absenteeism is a pattern of not fulfilling duties or obligations without good reason. It usually includes unplanned absences.
What are the common causes of absenteeism?
The most common reasons an employee misses work are illness or injury, mental stress, and low employee engagement.
What are the effects of absenteeism in the workplace?
When employees skip workdays or arrive late to work without informing their managers, it disrupts operations and productivity. It also overwhelms other employees who have to take over the work of the absentee.
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Supply planning
/in /by Dmytro RodionovSupply planning
What is supply planning in HR?
It is the development of specific skills and high adaptability to ensure that the employees in the organization have the needed level of responsiveness and adaptability.
What does supply planning in HR consist of?
Supply planning in HR refers to any rational and planned approach for ensuring:
1. The recruitment of sufficient and suitable staff
2. Their retention in the organization
3. The optimal utilization of staff
4. The improvement of staff performance
5. The disengagement of staff, as necessary
How does supply planning help the organization?
Supply planning entails determining control, direction, and methods of accomplishing the overall business objective. It enables an organization to affect rather than accept the future. By setting objectives and charting a course of action, the organization commits itself to make it happen. It is such commitment that allows the organization to affect the future. Without a planned course of action, the organization is much more likely to sit back and let things happen and then react to such happenings in a crisis mode.
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Talent management
/in /by Dmytro RodionovTalent management
What is talent management?
Talent management is the comprehensive process of getting on board the talents that bring value to the organization, retention, and motivation.
What are the functions of talent management?
The functions of talent management are as follows:
- Establishes a future-ready workforce with the right skills, competencies, and knowledge to increase the organization’s productivity .
- Attracts potential candidates and retains them by providing them with a healthy work environment.
- Practices proper time management to reduce wastage of time and resources, which is not cost-effective.
- Enhances employee retention and engagement.
- Ensures growth and innovation in the organization.
What is the role of HR in talent management?
Talent management focuses on the day-to-day activities of these important activities.
Recruiting: By using an applicant tracking system, HR leaders can manage the workflow of the interview process and carefully interview applicants to select the strongest candidates.
Performance Management: HR technology and service solutions can provide regular
review processes between management and staff, allowing employees to get feedback on what’s going well and where they need to improve their performance.
Career Management: Building on the information collected during annual reviews, companies can learn more about employees’ strengths and interests, and HR leaders can work with employees on long-term career development plans.
Leadership Development: Once the high-performing individuals are identified through talent management solutions, HR leaders can focus on training, stretch assignments, and mentoring to prepare them for future roles.
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Talent marketplace
/in /by Dmytro RodionovTalent marketplace
What is a talent marketplace?
It is an internal system within an organization focused on developing talent to match the future needs of the job.
What are talent marketplace platforms?
Talent marketplace platforms allow organizations to view the entire workforce within. This helps with internal career and job mobility for employees available in the organization.
How does the internal talent marketplace help with recruitment?
HR leaders use the talent marketplace to get visibility into which talents are available in the corporation, address skill gaps, and identify strategies to cultivate their employees for the future.
Internal talent is more likely to be a better cultural fit since they already have an inside connection to the corporate culture and know how things function and what is expected of them. In addition, this may shorten the time it takes to identify new applicants since they already have a knowledge foundation that will allow you to make recruiting choices more quickly.
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Talent mobility
/in /by Dmytro RodionovTalent mobility
What is talent mobility?
Talent mobility is a practice that describes an employee’s ability to move between positions within their company.
Why is talent mobility important?
Talent mobility helps in the effective utilization of manpower for the development of employee performance and to achieve organizational effectiveness and development. It helps to identify the employees’ hidden leadership qualities and managerial skills. Talent mobility enhances employee engagement and interpersonal and decision-making skills and is very useful in maintaining performance skills inventory.
How can HR leaders start with talent mobility programs?
HR must first determine the most needed skills in the workforce so they can create development programs to build upon existing skills and develop new ones. With a talent mobility mindset, companies can encourage cross-functional projects or other initiatives like rotations to expose employees to different aspects of critical business functions.
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War for talents
/in /by Dmytro RodionovWar for talents
What is the war for talent?
The term ‘war for talent’ refers to the increasing challenge of attracting and retaining employees in the competitive job market.
What are the core elements to offer employees to win the war for talent?
Talented people want to feel passionate about their work and enriched and inspired by their companies and leaders. Core elements to win the war for talent are to offer a career opportunity with a solid employee value proposition that includes:
- Exciting work: includes giving as much authority and responsibility as possible and encourage forming cross-functional teams.
- A great company: employees like the culture and values of a well-managed company and leaders that inspire them.
- Attractive compensation: offering a competitive pay money is essential, but reward and recognition are also very important.
- Career growth: Opportunities to develop talented people like helping employees develop new skills, knowledge, and experiences.
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Workforce
/in /by Dmytro RodionovWorkforce
What is a workforce?
It is the total number of employees that work in an organization.
What are the strategies involved in workforce planning?
Workforce planning strategies include:
- Clear job descriptions and redefining those that need to be updated
- Monetary and non-monetary compensations, salaries, awards
- Employee development for specific positions
- Recruitment/selection strategies to find and hire the right candidates
- Employee retention strategies
- Succession planning
- Knowledge transfer strategies and management
How can HR leaders promote a healthy workforce?
Below are a few strategies that HR leaders can adopt to ensure a healthy workforce:
1. Enhance flexibility around working hours and encourage employee participation, reducing other known risk factors and ensuring the physical work environment is safe
2. Build a psychosocial safety climate, implement anti-bullying policies, enhance organizational justice, promote team-based interventions, provide manager and leadership training, and manage change effectively
3. Provide resilience training and stress management which utilizes evidence-based techniques, coaching and mentoring, and worksite physical activity programs
4. Consider conducting wellbeing checks, although these are likely to be of most use in high-risk groups and should only be done when detailed post-screening procedures are in place; use Employee Assistance Programs that utilize experienced staff and evidence-based methods and peer support schemes
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Workforce Intelligence
/in /by Dmytro RodionovWorkforce Intelligence
What is workforce intelligence?
It’s a set of practices to provide a comprehensive view of the workforce, projects in the pipeline, and the intended organizational growth. Data from workforce intelligence helps deliver an optimal workforce strategy by offering actionable insights into the current and future workforce needs and demands.
What is the first step towards workforce intelligence?
The first step is to acquire details and data that cover detailed profiles of individuals who make up their workforce, such as skills, experience, qualifications, work location, etc. Each records their time and attendance, holidays, absenteeism, and importantly what they worked on, when they worked on it and what they did.
Does workforce intelligence only need workforce-related data?
It is also valuable to maximize the scope of Workforce Intelligence beyond just the workforce data repository. Integrating data between other operating systems such as enterprise resource planning, supply chain management, or customer relationship management can yield valuable insight. There is potentially a strong correlation between the activities recorded in these operating systems and the workforce activities; including them in the Workforce Intelligence process is vital.
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