Tag: Management


Do you think that leadership outweigh management in terms of its importance? The answer would be a NO. Both leadership and management carry the same importance in an organisation. However, they are two entirely different subjects in today’s corporation. The difference between leadership and management Dana Hudnall in his whitepaper said that the meaning and […]
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Date: 4th October 2019 at 15:03
Author: hrinasia – Renny

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(Editor’s Note: Today’s article is brought to you by our friends at Kronos, a leading
provider of workforce management and human capital management cloud solutions.
Kronos recently announced that, in less than a month’s span, it was named to four
separate best workplaces lists by Great Place to Work in Canada,
India, Mexico, and the United Kingdom. Many congratulations to them! Enjoy the
article.)

As summer is coming to an end, I’m reminded that one of the
best workplace trends to happen in business today is unlimited time off
programs. Not because we can take a lot of time off, although that can be nice.
It’s because we don’t need to lie about where we are.

Today’s Time
Well Spent from our friends at Kronos
took me back to a time when, if we wanted to enjoy a beach day, we would
suddenly come down with some sort of illness (cough. cough.). Of course, that
illness is the 24-hour type and it’s not one where we usually need to visit a
doctor and get some sort of note. You know what I’m talking about.

With unlimited time off programs, when we want to get in our
last beach day before pumpkin spice season, we simply work it into our
schedule. We coordinate our plans with colleagues and the boss. And we take the
day off guilt-free.

Unlimited time off programs allow employees to be honest about their time-off request. A founding principle in positive workplace cultures is trust. For employee engagement to happen, it requires trust. If we want to create and maintain trust in the workplace, then we can’t design employee programs that require a lie for employees to use them.

When employees can plan, their productivity increases. One of the biggest challenges when employees call off at the last minute is getting the work done. Everyone has to juggle schedules, and something always gets pushed to the side. Unlimited time off programs allow employees to have more control over their schedule, which means they can plan their work in advance. 

Managers don’t want to confront employees about this type of stuff. Don’t get me wrong, managers know that part of their job is to address behavioral issues. And they will do that when they need to. But managers also want to be cool. They don’t like being placed in a position where they have to nag employees about every little thing.

If you’re thinking to yourself that unlimited time off programs are a recipe for workplace anarchy, check out the article I wrote last year about how Kronos implemented an unlimited time off program and its results. Employees are using the program responsibly and the company is able to redirect the savings toward other benefit programs that employees have been asking for. That’s what is called a win-win.

Organizations are always focused on performance. We want to
create programs that allow employees to perform at a high level. This doesn’t
mean they can’t take a day (or two) off. It means letting them decide when to
take those days off and holding them accountable for results.
The post Unlimited Time Off Programs: Don’t Force Employees to Lie About Their Whereabouts appeared first on hr bartender.
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Author: hrbartender
Date/time: 27th September 2019, 18:03

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Armstrong defines human resources management as a strategic and coherent approach to the management of an organisation’s most valued assets. Their function is designed to maximise employee performance in service of their employer’s strategic objectives. Additionally, their primary concern is to manage human resources within organisations, while focusing on policies and systems to improve business […]
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Date: 28th August 2019 at 15:04
Author: hrinasia – Renny

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Micromanagement is defined as attention to small details in management. Thusly, if you constantly ask for a detailed report or always put your surveillance eyes around your employees, chances are, you are a micromanager. But why is being micromanager a bad thing? The obvious reason is that no individual wants to be monitored too closely […]
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Date: 24th July 2019 at 15:00
Author: hrinasia – Renny

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A few days ago, Andrew Morton, director of social engagement at the Society for Human Resource Management (SHRM), wrote a very personal story about his military service, depression, and his family. It’s an excellent read that I would recommend to everyone because it offers a perspective about how mental health impacts everyone.
If you’re not aware, May is National Mental Health Month. According to the National Alliance on Mental Illness, 1 in 5 adults will experience a mental illness in a given year. As business professionals, we need to be focused on this because it’s the right thing to do for our employees. And I hate to say it, but if that’s not enough to get senior management’s attention, pressure anxiety is bad for business. Stress can contribute to employee burnout. The American Institute of Stress cites research that job-related stress cost U.S. businesses over $300 billion a year in absenteeism, turnover, productivity, and health insurance costs.
So, what’s the solution? Unfortunately, I don’t have all the answers, but I do know that creating a culture where employees feel psychologically safe is important. Employees at every level need to feel that they can share their thoughts without fear of retribution. Not only does that openness lead to greater innovations for the business but it helps employees reduce stress and frustration.
It also helps for managers to practice and support employee well-being. My guess is there are managers – including human resources managers – who would love to take a mental health “break” every once in a while. If organizations want managers to support employee mental health, they need to walk the talk.
Several months ago, I discovered an app called Shine. It’s available on both iOS and Android and they offer a free and premium version. Shine focuses on well-being and self-care in the format of a daily text. I like it because, working from home, it can be a challenge to get that kind of motivational interaction. Shine offers me tips and resources to help me be my best self.
To acknowledge National Mental Health Month, Shine is encouraging individuals and organizations to take a mental health break on Wednesday, May 15 at 3p. Here are the guidelines: NONE! That’s right, just take a mental health break. No pressure. No rules.
It can be 5-minutes or 50-minutes. You decide.
It can include your favorite beverage or snack.
It can include your favorite song blasted as loud as you want. (Well, maybe not too loud.)
It can include your friends and colleagues. Or no one at all. Just you.
It’s whatever you want!
And if you’re a manager or HR representative reading this, encourage your company to support employees taking a mental health break during the workday. And if everyone can’t stop working at 3p – well, to rework a famous phrase, “It’s 3p somewhere!” ha.ha.
In all seriousness, our mental health is important. Supporting our employees is important. This is a no-cost way to show employees the company cares. Do it. Support taking a mental health break on May 15, 2019.
Image captured by Sharlyn Lauby while exploring the streets of Fort Lauderdale, FL
The post Mental Health Break – May 15 is #NationalMentalHealthBreak Day appeared first on hr bartender.
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Author: hrbartender
Date/time: 12th May 2019, 18:03

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