There are all kinds of people around the world! When you try to talk to British HR about internationalizing, its collective eyes quite often start to glaze over very quickly. But it is important that HR managers start thinking internationally right now because we are all international now-or if we are not, we soon will be. As the domestic and international diversity agendas are emerging, we have mixed workforces, deal with foreign visitors and communicate with people across the world by phone and email. More and more of us work in international organisation s or work with organisation s abroad.

Why should organisations move into HR Cloud Computing?

In today’s world, HR Managers are completely involved in every stage of a company’s progress and interact with every level of a company’s workforce, from the lowest to the highest. Human Resource cloud computing is quite important when it comes to managing a lot of employees in your company. Especially when it comes to when employees working in other parts of the world, they can make use of HR cloud computing for example for: leave management, updates and all other HR related activities.

Exit interviews are interviews conducted for a terminating employee. Exit interviews are sources of information for the improvement of an organisation as rarely we would receive honest feedbacks from current employees who are working in the organisation.

It is important to have an exit interview with an employee in order to obtain information about how our organisation is doing and what our organisation needs to do to improve- whether it is the induction process of new staff, drawing on learning of departing employees and how to create more positive view of the employer in the eyes of the departing employees. It is also more important to know the key turn over- why are they dissatisfied with the company. Exit interviews can also help the HR in performance management, where they can receive useful data from exiting employees on how to train their existing employees.

An annual performance review of employees is the most important process for the growth and success of any business organisations. Performance management serves as a motivational tool as well because through the evaluation of performance of employees, a person's efficiency can be determined if the organisations strategic targets are achieved. This very well motivates a person for better job and helps in to improving their performance in the future.

The HR managers would favor their favorites or due to fear during certain evaluations like performance and talent which is completely unfair with the other employees- “I don’t care how horrible his performance is, he knows my secret, I am giving him extra points”. This can turn down the reputation of the company and as you know, one’s reputation is spoilt, it’s difficult to mend.

Why is it important to eliminate stress at work?

Excessive stress can interfere with your productivity and can also impact on to your physical and emotional health which can also ruin interpersonal relationships with co-workers or family members.

Below are 7 different ways to eliminate stress during work.

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 leader must also be able to talk to their people - to help employees understand, to coach and not to criticize employees.

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 organisation s face this problem and often have issues when dealing with it. An employee is usually dissatisfied when

• The organisation they work for has high cost turnovers
• Low Profits
• Lack of focus on customers
• Inefficiency
• Low employee treatment

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.

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.