We all know the pressure and the anxiety faced when looking for a job. Specially if it is your first. You would want it to be great. You would want to work at a top company that is respected among your friends and family. You go through a series of hectic interviews and you get the job you always wanted! That is amazing! Yes, it is a huge relief. However, is it wise to relax, now that the hard part is done? Or is it just beginning?Read More
Is there a specific job that you really badly want? And you’d do anything to get it? If so, then you would probably research on the company, watch videos of their events or advertisements and if you have any contacts within the organisation, probably ask them anything and everything about the culture and the people. However, no matter how much you know about the organisation, it is not exactly what employers look for. Firstly, there are three things that you have to maintain on your side of the subject; The Three C’s: Contacts, Credibility and Competence.
You may have wanted to work for this specific company when you first started day dreaming about starting work. But do you have the right contacts to get there? More the contacts, better the chance of getting the job you want. Networking is a must because you would probably hear of job openings that haven’t been advertised yet, and this is a kick-start to your successful career. Asking for referrals will also benefit you immensely as employers tend to be interested in the referred job-seekers.
Reputation is critical. You have to be credible; meaning your reputation and your character should be maintained. Want to be recommended? Maintain your credibility. Everything you do should be of high ethical standards and should be consistent so that whatever people hear (this could be your employer as well) would all be good news. Someone would only recommend you if they are confident about you.
Excel at what you do. You have to have competence; at the end of the day it all comes down to how good you are, and how good you have been in your previous jobs that will get you to the finish line.
When it comes to the employer, they all simply want the same thing; a certain level of skill and a certain level of personality. According to research conducted by Forbes, 86% of an organisation’s new hires failed because of attitudinal reasons while the other 11% failed because of a lack of skill. The way employers see it, skills are important but they can be learnt. However, the personality and the way of thinking is a born trait that employers look for within aRead More
Human Resource Information System is the integration of Human Resource Management and Information Technology into a single database using Enterprise Resource Planning software. HRIS aims to integrate the various functions of human resource such as payroll and labor productivity, into a less capital-intensive method. An effective HRIS would be one that contributes to the reduction of administrative costs, increased efficiency, driving productivity gains etc. It should enable efficient management of employee information, tracking of job applicants and successful communication with other business systems. A successful HRIS would contribute to an overall upliftment of an organisation. However, certain problems occur within the system that organisations may have problems with.
Problem #1 – Failure in managing change
Over the years, the size and infrastructure and complexity of organisations have increased rapidly and the level of enterprise has risen. It is not as easy as it was before, to manage an overall change in the organisation. Organisations have to be able to manage and keep track of how employees are responding and reacting to the change in the organisation. Most of the time, this is overlooked and problems occur.
One way to improve this is by assessing the impact a given change will have on the employees and the organisation as a whole. One such assessment is the Discovery Learnings Change Style Indicator. By assessing these results an organisation can make a decision on how to manage the change depending on the forecasted impact. Also, communication with the employees is an essential. The change within the organisation must be understood by everyone and the only way to ensure this is to communicate with them. This way, any problems that occur can be successfully dealt with. Training is also helpful when it comes to dealing with change. Pre and Post implementation training will help the organisation manage the change.
Problem #2 – Failure in defining and validating quality.
Good decisions are made depending on quality information. The information should be valid and up to date and taken from a reliable source. However, validating and cross-referencing quality is low, specially in relation to Human Resource. If the quality of data is poor, misinformed decisions are made and there are operational inefficiencies. This in turn damages the brand and lowers the customer satisfaction and it could lead to the worst level which is a drop in revenue.
This could be overcome by defining certain policies that define data entry. They should also depict how the data should be validated, which vendors will be used and how corrections of the data will be made.
Problem #3 – Failure to plan
The stakeholders of the system need different types of information in order for them to complete their tasks. Because there are so many stakeholders, organisations fail to gather each stakeholders requirements and ultimately produces a diluted product. The most effective way of going about this is to identify requirements not only on a micro level but at a macro level scale as well. Organisations usually looks past the macro level and therefore fail to recognize strategic benefits that data systems can bring.
In order for this problem to be solved, the organisation has to indentify stakeholders, business needs and strategic goals before coming up with any solution. They should also avoid integrating poor processes into the HRIS. Time ad care should be taken to assess your current process and assure that all procedures are optimal.
The Bottom Line
As the number of organisations increase, the investment on HR technology is increasing at a rapid rate. Most of the organisations are now realizing the impact it has on its biggest asset – employees. Organisations have to be careful when investing in HRIS software as to overcome the above mentioned problems.
Has your organisation been experiencing high levels of employee dissatisfaction? If so, do not fret, for it is quite a trend locally as well as on a global scale. Many organisations face this problem and often have issues when dealing with it. An employee is usually dissatisfied whenRead More
hSenid Business Solutions continues to partner with the Institute of Personnel Management Sri Lanka (IPM) this year too as the “Official Technology Partner” for the National HR Conference-2014 (NHRC 2014), South Asia’s largest HR event organised by IPM Sri Lanka.Read More
Prof. Dave Ulrich highlighted on what every leader should acquire. He says that leaders should be adaptable as the effect of culture is reciprocal, and while shaping culture, the leader must allow culture shape their self as a leader, ensuring that is ‘the leader the company deserves’. In reconciling the short/long-term paradox, leaders have to learn to have productive conversations with their people. A leadermust also be able to talk to their people - to help employees understand, to coach and not to criticise employees.Read More