Home –  HR
Tag Archives: HR

Tips For Sales Course Evaluation And Analysis

Sales course evaluation and analysis requires evaluating your sales development team and the sales training courses you are considering. Every investment must be researched and that includes an investment in training and development for your sales staff.

Sales training courses, or even one powerful sales course, can increase sales, motivate your staff, reduce staff turnover, and build your company’s credentials. A powerful sales course is one that fills and replenishes the express needs of the sales team and exceeds company objectives with the highest efficiency rate. The efficiency rate can not be determined without evaluating the return on investment the sales course will provide in the future; however, by thoroughly evaluating your sales team, your company and the sales training courses offered you will be able to find the sales course or sales training courses that will meet your goals.

No sales course or sales training courses should be committed to without determining the need for training. Even if the HR department is suggesting company training for no other reason than to satisfy company policy, a thorough determination of the training needs should first be determined. To accurately and narrowly define the training needs of your sales force, and to be able to select the sales courses and sales training courses for your sales team, you must systematically evaluate every task, process and policy. By drawing logical inferences from questioning and cross-examining, you will be able to narrowly define your sales training need and select the sales courses and sales training courses that meet your objective.

Once you clearly define the needs for the sales development staff, you should then examine your sales course choices based on the subject, the trainer, the company providing the courses, the content, the sales staff and your company.

The subject must clearly coincide with your accurately defined need. Review the subject matter of the sales course and sales training courses for engaging, problem-solving, concise and usable material and motivational delivery methods. The trainer and the sales course provider should have the credentials to train. In many cases, the higher the credentials the better the training but this is not true in all cases. Personality and method can drive effective training just as it drives sales.

The sales course or sales training courses you choose should clearly match the culture of your company. If you run a tight organization that adheres to strict standards, you would not want to invest in a course that expounds on the virtues of flexibility and freedom. This will backlash. Likewise, if your company is very flexible and focuses on individual creativity and ability, a sales training course in strict time management might stifle the creativity of your team (even if they need it).

Sales course evaluation and analysis of sales training courses will save your company from investing in ineffective training. Without sales course evaluation, your company might show a spike in motivation and sales, however it will quickly fall and taper as the refreshing beverage wears down. Sales course evaluation and analysis of sales training courses will turn the short spike into a solid step upwards. Each carefully evaluated sales course will be one more solid step up. And up is where you want your sales to be.

Include HR in your Business Strategy

People Management recently published an article showing that less than one percent of directors in the UK’s 50 largest listed firms had a background in people management.

How does a business compile a successful strategy without the input of one of the most pivotal departments in the business and perhaps more importantly, why would they want to?

Is it fear or ignorance? Do other department directors worry that they will be ambushed by someone wielding a big black book on employment law?

Do other areas in the business understand the depth of human resources and the insight that good HR managers have into business and its future?

Perhaps HR managers are not being vocal enough, they need to show other areas of the business that they can make a difference.

A good HR manager will comprehend each area of the business, they will have spent time understanding how each department works and how they interact with each other. They need to know the dynamics of the teams to ensure that these employees stay engaged with their role and by the business itself.

A business strategy should not just be about business, it has to be about what makes up the business and this includes the people. Good employees need to be recruited, trained, engaged and retained. This is not always about money and big salaries but about making them feel part of the business.

Employee engagement should be a major part of any business strategy and your HR team can help you focus on this area. Interaction with your employees can be enlightening; the exchange of ideas could yield a new product or business proposal.

If your organisation is looking to increase the number of employees then you also need an HR team to help you through the recruitment minefield. Recruitment does not have to be difficult and with your HR team on board you can ensure you get the right staff first time.

Training is a major part of a business strategy, again your HR managers are there to help you provide your teams with the best training available. This all links in with employee engagement and just as important employee retention. No business wants to spend bucket loads of money training employees for them to leave 6 months later.

Including HR directors in your board should enhance your business strategy and if you have a sound business strategy in place the chances are productivity and therefore profit will increase and that makes everyone happy.

It is worth investing time not just money in your team, so why not start thinking about your HR Strategy.

Cascading In Bsc Articles

Truly speaking, cascading in BSC articles, BSC for HR, balanced scorecard articles are amongst the most competitive ways to let the corporate owners know about the significance of BSCs into their businesses. That is why cascading in BSC articles can do the job perfectly. As a matter of fact, cascade BSC is such as cutthroat software which lends a hand to improve your organizational productivity and performance persistently.

Returns are the main concerns for every organization. How is it possible to get improved sales ratios and instant return on investment (ROI)? Well they can be increased with the help of cascade balanced scorecard on the spot. In reality, cascade balanced scorecard is such a cutthroat tool which lends a hand to evaluate yours both internal as well as external business functions explicitly. Generally cascade BSC has four staggering features and facets such as customer perspective, financial perspective, learning & growth perspective, and finally business process perspective. With the help of cascade BSCs, you can surely grab a lot of business benefits on the dot i.e. increased organizational transparency, improved employee/customer satisfaction, amplified sales volumes and lasting returns. All you have to do is to just read the latest balanced scorecard articles so as to get the job done perfectly. Cascade balanced scorecard is a special software which has been designed by the worlds most competitive engineers and designers artistically. Amazingly cascading BSC has a lot of staggering features such as competitiveness, robustness, cost effectiveness, and durability. That is why it cannot only boost your internal business process but prop up external business process too. Another edge of using cascading balanced scorecard is to enhance the HR performance and efficacy.

Therefore BSC for HR plays a critical role in yours improved HR departments productivity. Read latest yet useful articles on cascade balanced scorecard so as to prop up the organizational yield. For example, you could boost up your workforce efficacy via cascading BSC articles. Do not bog down at all for the reason that it may cause yours employee performance. Put into action the latest yet cost effective BSC templates examples so as to boost your organizational productivity. Then if you want to maintain your business performance, do not forget to implement some of the best balanced scorecard examples at all since they will take your empire into new elevations within a very short period of time. Try to make a good research on the internet about the most up to date cascade BSC articles so that you may be able to align new mission and vision into your business compatibly. Next most important task for you is to bring into play the best strategy maps example because it would provide you a more comprehensive look about your business compatibly.
Furthermore, you have to get aware of the significance of cascading in BSC articles for the reason that they would provide your business a sheer piece of explicit approach to get excelled persistently. Last but not the least; these cascading BSC articles will not only remove doubts about the cascade balanced scorecard but also increase your self-belief about it everlastingly. Also latest cascade BSC Ezine articles will help you a lot to understand the value of cascade BSC easily. In short, we have to say that cascading in BSC articles, balanced scorecard articles, BSC templates examples, etc. are surely amongst the most
competitive ways to understand the worth of cascade BSCs comprehensively. So dont miss the opportunity to read this article at all as it would surely provide you a new guideline about the cascade BSC in style.

Why Shift to Electronic Payroll Management Systems

Theres no other business process thats more unfavourable towards employee satisfaction than incorrect and improper payroll management. And this very same business function can help reduce the impact on the environment through a paperless system. Introducing electronic or online payroll programs does not only make your payroll management more efficient, it is also a move to go green. With an online payroll solution, you ensure timely processes and become more earth friendly, aside from increasing staff productivity and cutting costs.

Benefits of Online Payroll Programs

Shifting to an online payroll service offers many benefits to the employees, the employers and the environment. Whether youre a big enterprise or a small and medium business with several staff on the payroll, an electronic payroll management system is a good investment for you. Here are some of its benefits:

Record-keeping
o Employees can quickly retrieve their payroll statements from previous months since these are archived electronically. Employees dont have to stuff their file cabinets with paper payroll or worse, risk losing or misplacing a particular weekly payroll statement.
Security
o Employees can rest assured that their payroll statements and other personal information are secured. With an online system, theres no risk of having your payroll statement fall into the wrong hands or be seen by the wrong eyes.
o Employees are happier because they would receive prompt and correct payments.
Time-saving
o The HR staff can have a one-stop resource for all the employees payroll, benefits, vacation leaves, tax information, superannuation, government requirements, etc.
o The HR and accounting staff will not use up a large amount of time to manually complete several complex computations.
Productivity and Efficiency
o The accounting staff, secretaries, administrative assistants, and other office assistants can focus more on other productive and specialised duties to keep the business running smoothly and efficiently, rather than spending overtime hours computing each employees leave credits, overtimes, under-times, etc.
o The headache of tax computation and reporting is gone. Everything gets calculated without human error and this precision in data ensures that the government wont be coming at your doorstep for erroneous or incomplete records.
Accuracy
o Errors are minimised and efficiency is increased because details are recorded accurately and on time. There is less chance of reprocessing or recalculating.
o HR and accounting staff receive less payroll-related enquiries because all data are accurate and consistent.
o Salary change, tax tables, etc. can be automatically updated for immediate necessary adjustment.
Planning, Forecasting and Reporting
o CEOs, directors and managers can easily request for automated labour hours productivity, department expenses, year-end reports, and other different types of reports for business planning, revenue targeting and expense budgeting.
Environment friendly
o Print payslips or hardcopies of the payroll statements are no longer needed.
In todays economic times, its important that you eliminate unproductive labour hours, unnecessary costs, and impact to the environment. From small to large businesses, streamlining your processes and introducing cost-efficient procedures are important to success. The payroll management software, like e-PayDay, is one of the innovative methods technology has to offer, for more efficient payroll systems.

Shaping Quality Management Processes

Whether you offer services or products to your customers, ensuring quality to your customers is vital to help to shape a better and more profitable business. You cannot, however, just expect quality and especially if you are running a busy and hectic company you need to have good quality management processes in place to ensure that quality is consistent throughout the organisation.

Before setting the processes involved in quality management, you need to decide what kind of level of service you are expecting in other words, to write a quality policy which sets out a baseline level for the quality you expect each member of staff in your organisation to give. With this policy, everybody knows where they stand and exactly what is required of them in their day to day work tasks.

Quality management isnt only about ensuring customers are happy, although youre likely to want to include a way in which you handle complaints and customer feedback in your management processes but it can also benefit the business in a number of different ways. It will help, for example, to track make records of invoices and receipts in a more efficient and effective way, ensure your staff members are correctly trained and working towards their personal development aims alongside good HR processes and an overall higher level of service or product.

Once youve identified your quality policy, and the areas you would like to cover, the next step is to outline the processes which you already have in place youll find that even if you dont think you have processes in place, there will be a few informal ones you already use. If youve noticed problem areas, or find places where you think there should be some improvement, this is the time to tweak the way in which you work to iron out any of these issues.

Check these processes against the quality policy youve written and identify any that will need processes adding to them to ensure your policy can be upheld before creating a process document. It is really important to remember that your quality management system should adapt and change as your company develops and as new issues arise youre unlikely to get it right first time, so dont be afraid to make changes until you get it right.

You shouldnt be afraid that your business is too small to have a quality management system in place. In fact, smaller companies have a big advantage over large companies when implementing systems of this nature, because having the processes in place early gives a good framework for development and growth.

Remember to include forward thinking processes in your organisation; ensure someone is keeping up to date with the latest changes in legislation and regulations to keep your business one step ahead of the wheel.

Although there is no reason why companies cannot simply use their own resources and people for the task of setting up a quality management policy, help can always be found if youre looking for an expert to give you a hand. Business consultants can help you really lay down good processes and there are standards that you can be accredited to so that you can prove that your quality management system really is of a high quality.

What Is Sales Recruitment And Who Conducts It

Recruitment activities are sometimes conducted by the organization itself, or it can be outsourced to an external agency that specializes in sourcing and screening candidates.

The recruitment industry operates through four main types of media: (i) employment agencies, (ii) “head hunters”, usually for executive level sales recruitment roles, (iii) in-house recruitment, usually via an internal Human Resources department, and (iv) passive candidate research firms.

The stages involved in sales recruitment can vary depending on the needs of the organization and the type of sales role in question. Generally, recruitment for most types of jobs involves several steps and includes sourcing candidates by advertising or “head hunting”, followed by screening and selecting candidates using tests and interviews.

Agency Types

There are four main types of agencies who conduct recruitment, with some agencies specializing in certain job markets, for example sales recruitment or hospitality recruitment or secretarial recruitment.

The recruitment agencies are usually paid by the companies wanting to fill a position, and not the candidates.

Traditional Agency

Traditional agencies are also known as employment agencies. Candidates can and do approach them directly, either by responding to an advertised vacancy, or to register onto the agency’s books. Recruitment consultants then work to match their pool of candidates to their clients’ vacant positions.

Those candidates who best meet the selection criteria of the vacancy are short-listed and put forward for an interview with their clients.

Recruitment agencies are usually paid a contingency fee by the client once a recommended candidate accepts a job with the client company.

Typically, the fee is 20% to 30% based on the appointee’s first year base salary and usually comes with some form of guarantee (30 to 90 days is standard). Should the appointee fail to perform or leaves the company during the guarantee period, the agency would normally offer a replacement candidate at no further cost to the client company.

Headhunters

A ‘headhunter’ is a term used to describe a recruiter who seeks out candidates, often when the usual recruitment processes (e.g. advertising through an agency) fails. Headhunters usually have extensive industry experience and source their candidates through their contacts. There are headhunters who specialize in the sales recruitment industry.

However, because headhunters typically charge more than agencies (often more than 30% of the candidate’s annual compensation), they are usually employed to fill more senior sales management and executive level sales roles.

In-house Recruitment

Larger employers often will undertake their own in-house sales recruitment, usually through their human resources (HR) department. In-house HR staff either (i) co-ordinate external recruitment agencies who have been commissioned to find staff for the company, or (ii) conduct the end-to-end recruitment processes themselves, from advertising through to interviewing and hiring.

Passive Candidate Research Firms / Sourcing Firms

These firms conduct research to identify potential candidates and generate information about them. Often these research firms uncover candidates that cannot be found using other, more traditional methods. These firms usually charge a per hour fee or by candidate lead.

Human Resource Management Tips To Improve Hr Efficiency

Regulations of government compliance are changing always. These happen to present a bit challenge of HR departments that may face compliance standards to meet constantly. The human resource department is implementing procedures and processes frequently because of this in order to comply more easily. They need a business process management (BPS) with the amount of information, paperwork and responsibilities of these departments make their jobs much easier.

Let’s first begin with what a business process management system does actually. A management approach or BPM on other words is focused on efficiency and business approach is meant to improve business processes continuously. In order to correctly streamline the Lifecycle of review processes and important business documents, the system is made to allow for automation of workflows. Has this system required for an HR department? Let’s consider the processes and documents that Human resource department face and take care of daily: updating, managing employment forums, claim forms, life insurance plans, reporting health, tracking, personnel records, recruitment planning options, tax withholding, payroll, employment contracts and performance reviews.

Not to mention, the Human resource department must often manage their organizations new hire recruiting process which includes a large amount of tedious paperwork. With all of these tasks and business processes to deal with, an electronic business process management system will eliminate the immense frustration of controlling manually organized system.

Implementing an online document management system is the best business process management approach. Workflow automation includes in an online document management system helps reducing the struggle of controlling paperwork altogether. This kind of system helps with increased business productivity and process improvement. It also streamlines document reviewing and paper processing by making use of online database where documents may be routed automatically with ease upon a workflow and can be accessed from anywhere with just an internet connection.

In addition to electronic business management transforms a manual system into a paperless system, it also enables remote on – line access, enhances document security and has simplified storage and search. Other advantages like overhead costs decreased printing, disaster recovery protection, document version control allows you to set alerts for a retention document period and best of all and you are allowed to automate your workflows.
There are many software applications are available for licensing and purchase that can streamline the human resource department BPM (business process management).

There are a few things that have to be considered before choosing business management software if you are planning to upgrade to an online document and automated solution. This will help your business needs and address your entire individual. Try finding out what they’re guaranteed up time is, how they secure your information, what’s the cost? What type of technical support they provide? Will you have to pay an annual fee or pay by the month? So consider doing a research and learn how business automation process along with online document management will make your human resource more effective, secure and efficient while saving more money and time.

Why Salary Administration Software Is Important In Business

In any business whether big or small, one of the vital functions you have in business is managing the human resources. Among such issues, you would certainly combat the human resource functions in managing the salary or payroll. The payroll or salary departments can be called as the backbone of any business whether it is big or small. These departments are smart enough in carrying out the business operations smoothly. The traditional payroll systems, which is often manual is really time consuming and hectic job. Any business organization with limited people can manage a manual payroll procedures but it is very much time consuming jobs and frustrating to run the payroll shop with the mismatches puzzle of different spreadsheets, which simply gets complicated as you see your business growing.

The need of a software solution for salary administration

The process of salary management is generally an error prone activity. If business organizations have limited amount of employees, it could seem relatively simpler to calculate salaries, taxes, outstanding amounts, etc, but as you keep on adding employees in any smaller organization, you end up spending more time on the payroll thing. The errors are inevitable, which are found in the full and final settlement and thus boost up when employees join the company in the middle of any term as the procedure goes manual. Hence, at the end, the businesses would find that without having the best system, your business would not grow as much as fast as planned.

Salary administration software program a blessing in disguise

So, with a salary administration software solution, you can empower the HR dept of both smaller and bigger size businesses in terms of complete operational efficiency. It simply helps in calculating the salaries including the statutory computations such as ESE, PF, reimbursements as per the norms, managing the employees muster details and the communications in terms of leaves and loans, etc. The second benefit to implements these software program is that these make working out the tax obligations very much simpler. Calculating the income tax is the other routine and can be called as a pain-staking job, which has to go as per the government norms and regulations. Any good software program can really help you in automating this task with greater amount of accuracy and efficiency.

The software solutions for higher efficiency

For a small or big business enterprise, the investment in software program meant to automate processes is critical in respect to benefits and cost. This is the reason, why it is vital to choose the right solution, which is not only simple to use, custom made to certain specific business situations, robust and scalable with a number of tools for producing software programs but also meet the needs and requirements of your expanding business. Most importantly, it must be able to streamline the entire process of payroll by making it less time consuming and flawless.

Hr Consultant, Konsultan Hrd, Manajemen Sdm, Konsultan Sdm, Recruitment Hrd, Konsultan Hr Manajemen,

HR CONSULTANT, KONSULTAN HRD, MANAJEMEN SDM, KONSULTAN SDM, RECRUITMENT HRD, KONSULTAN HR MANAJEMEN, KONSULTAN PERSONALIA, MANAGEMENT HR CONSULTANT, HRD CONSULTANT, JOB DESCRIPTION CONSULTANT, SALARY GRADING CONSULTANT, KONSULTAN ORGANISASI, HRD MANAJEMEN, CALL: REKO HANDOYO (Business Consultant) PT. SIEN Consultant Jakarta, HP: 081389411679, 081932985325, 021-98567515, email: [emailprotected], [emailprotected], http://konsultan-manajemen.com

HR manajemen (manajemen sumber daya manusia) adalah bidang manajemen yang khusus mempelajari hubungan dan peranan manusia dalam organisasi perusahaan. HR manajemen lebih fokus membahas mengenai pengaturan peranan manusia dalam mewujudkan peranan yang optimal. Pengaturan itu meliputi masalah perencanaan, pengorganisasian, pengarahan, pengendalian, pengadaan, pengembangan, kompensasi, pengintegrasian, pemeliharaan, kedisiplinan, dan pemberhentian tenaga kerja untuk membantu terwujudnya tujuan perusahaan.
Peranan HR Manajemen dapat diringkas menjadi beberapa hal berikut:
1. menetapakan jumlah, kualitas tenaga kerja di perusahaan yang efektif sesuai dengan kebutuhan perusahaan berdasarkan job description, job spesicifation, job requirement, dan job evaluation.
2. Menetapkan penarikan, seleksi dan penempatan karyawan berdasarkan asas the right man in the right place and the right man in the right job.
3. Memonitor dan mengimplementasikan undang-undang dan peraturan yang berlaku mengenai ketenagakerjaan.
4. Menetapakan program kesejahteraan, pengembangan, promosi dan pemberhentian.

Fungsi pertama dari manajemen sumber daya manusia (HR manajemen) adalah pengadaan atau procurement. Proses pengadaan bukanlah proses yang mudah justru sebaliknya karena untuk mendapatkan dan menempatkan orang-orang yang kompeten, serasi, serta efektif tidaklah semudah membeli dan menempatkan mesin.
Karyawan adalah asset utama perusahaan yang menjadi perencana dan pelaku aktif dari setiap aktivitas organisasi. Pengadaan karyawan harus didasarkan pada prinsip apa baru siapa. Apa artinya kita harus terlebih dahulu menetapkan pekerjaan-pekerjaannya berdasarkan uraian pekerjaan. Siapa artinya kita baru mencari orang-orang yanng tepat untuk menduduki jabatan tersebut berdasarkan spesifikasi pekerjaan.
Job Analysis perlu dilakukan agar dapat mendesign organisasi serta menetapkan uraian pekerjaan dan evaluasi pekerjaan. Job Analysis adalah menganalisa dan mendesain pekerjaan apa saja yang harus dikerjakan, bagaimana mengerjakannya dan mengapa pekerjaan ini harus dilakukan.
SIEN Consultants adalah perusahaan konsultan manajemen dimana salah satu divisinya adalah services dibidang HR Manajemen yang meliputi:
a. HR Consultation
b. Training and Development
c. People and Organization Assessment
d. Manpower Supply and Outsourcing
e. Organization Development
f. Payroll Outsourcing
g. Business Process Development
h. Job Analysis
i. Employee Grading and Appraisal
Jika Anda membutuhkan informasi mengenai HR manajemen (manajemen sumber daya manusia) silahkan hubungi Business Consultants Mr. REKO HANDOYO untuk memberi informasi yang Anda butuhkan. Terimakasih.
CALL: REKO HANDOYO (Business Consultant) PT. SIEN Consultant Jakarta, HP: 081389411679, 081932985325, 021-98567515, email: [emailprotected], [emailprotected], http://konsultan-manajemen.com

Open Source CV Management To Progress The Job Opportunities

Resume or CV is the vital tool to represent oneself in the market. CV is the mirror of your qualifications and personality. Hence, it should be created with lot of thought and should reach the right place to get desired opportunities. Today, there are varied means, by which you can create and update your CV.

Few years back, open source CV management system was followed by many corporate companies, due to high price. The software is used to create and update the CV to get appropriate candidate for the job. But now the software is used by all small and big companies, which have made the hiring process very easy and affordable.

The open source resume software is a form of resume management system, which works more advanced than working on optical character recognition. It works beyond OCR system. The advance form of resume parser open source can work in different formats. Hence, it works on different variety of resumes in different formats and contents.

Other then keywords, the software can also take out other information, according to the requirement. This helps to get appropriate candidate for the required job profile.

With the help of CV management, an individual can create CV and even organizations use the software to create the CV, according to the organization’s recruitments. You can buy the software and create your CV and keep on adding the updates or you can also subscribe for the software, which is cheaper than buying. The CV management software can be accessed through web browser via internet. The software is a vital tool in any organization, today.

The CV software is a great boon to HR personnel. It has saved the recruitment department from handling the tedious process of hiring candidates by manual means. The software is very useful in handling many recruitment facilities and keeps track of every resume and filters it out and in according to the requirements.

With the latest technology, the CV management has become more sophisticated and efficient. Now, it is not limited just to the OCR pattern. Now, the software performs the contextual search in the resumes. The software is able to parse the meaning of sentences in the resume and hence is able to select the appropriate candidate for appropriate job requirement.

The profit of any organization depends on the skilled employees. There are numerous candidates applying everyday for the job requirements. It becomes difficult to categorize each and every candidate, according to their skills and then select them for the post. It is time consuming and financially very expensive.

The HR department along with CV management recruiting also performs many important tasks, which is vital for company’s growth. With the advent of open source CV management system, the task of keeping track of CV and hiring has become very convenient.

There are different vendors available in market that can provide you with CV management software systems. Such software helps to create your CV profile according marketing strategies. It is a management software that increases the job opportunities and provides skilled staff to company