Accountability

aka ‘Whose Job is It to Clean Up the Employee Staff Room?’

Accountability! We all want it but we usually want it in others. However, it doesn’t work that way in life or in the workplace. With all the finger pointing that goes on in some work places about who isn’t doing whatever needs to get done, it’s pretty amazing some days that anything gets done at all.

Why is that? And who are those people that never seem to step up and take responsibility for getting things done? You already know them! They avoid taking on any of the heavy lifting and when a project is nearing a huge successful completion, they magically appear to help carry the project to the finish line.

Why are these employees so resistant to tackling challenges? It is because personal accountability takes perseverance and personal commitment. When things get difficult and viable solutions seem to be impossible, it’s those people with personal accountability who step up and take up the challenges.

B.J. Gallagher and Steve Ventura, authors of a book called, Who Are “They” Anyway? have written a book about a tale of achieving success at work through personal accountability. They identify the most important words of personal accountability:

The 10 most important words:
I won’t wait for others to take the first step.
The 9 most important words:
If it is to be, it’s up to me.
The 8 most important words:
If not me, who? If not now, when?
The 7 most important words:
Let me take a shot at it.
The 6 most important words:
I will not pass the buck.
The 5 most important words:
You can count on me.
The 4 most important words:
It IS my job!
The 3 most important words:
Just do it!
The 2 most important words:
I will.
The most important word:
Me

Want to achieve your own success at work through personal accountability for yourself and others? Contact holly@myhrpro.com.

HR Consulting Firms can help you reduce employee turnover and establish you as a preferred employer

Considering the high rate of attrition of employees in many industries and it’s far reaching consequences on businesses it is very important to take proactive measures around employee engagement and satisfaction. When a company loses its valuable employees then it translates into losses of company in terms of money, skills and experience. This directly affects productivity, profitability, and product and service quality especially when the attrition rate is quite high. A company has to bear the cost of replacement of workers, finding the right new employees, and orientation and training costs to get them up to speed.

The level of employee turnover can be significantly reduced when there is a proactive engagement program in place, clearly laid down HR policies and proactive retention strategies. Using experienced hr consultants in Edmonton or Calgary can save you time and money in setting up an effective program.

HR consulting firms will have tools and templates that can simplify tasks related to employee engagement and retention and enable your company to focus on serving client’s needs. Retention of employees and motivating them to work to the best of their abilities and capabilities through proper rewards and remuneration structures can be a vital component of the program. Using hr consultants to conduct salary surveys to ensure pay is at least at market levels, and structuring an equitable and fair compensation program can establish salary and benefits levels that keep attrition low.

Now having adequate compensation and benefits is only part of the strategy. Hr consultants can also examine the work environment and identify aspects that increase or decrease employees level of engagement and motivation. Using employee engagement surveys and other strategies to pinpoint problem areas and working on an improvement strategy, can significantly increase retention rates, as well as the quality of work performed by employees.

Consider using myHRpro when you want senior consultants to help you improve your organizations retention rates. myHRpro provides cost effective, practical hr consulting in Edmonton and Calgary. Get in touch with us at www.myhrpro.com.

Avail services from leading hr consulting firms in Edmonton and Calgary to meet all your targeted business goals

There are many business strategies that can give a company a competitive advantage. Providing innovative products or services, offering good value and high quality service and being responsive to client needs are key deliverables that organizations need to provide. The company’s ability to deliver on these things is directly dependent on employees’ performance and responsiveness. Companies are smart to ensure that employees have motivating environments to perform at their best. When it comes to making the most of employees’ performance having a well-defined performance management system and accountability framework also goes a long way.

Managers and supervisors often struggle to communicate performance expectations, provide ongoing feedback and frequent performance coaching. Without a well laid out system, adequate training and monitoring, performance management programs are often ineffective or at best only produce modest results. This changes when companies get serious about performance improvements and provide hr services to support performance initiatives.

Turning to experienced hr consulting firms in Edmonton or Calgary, to establish an effective program can saves time and money. Using an hr consultant helps ensure the performance management system is well thought out, fits the organizational culture and has clear outcomes. Whether the hr consultant provides advice and guidance on performance planning, and conducting evaluations, or helps structure performance improvement strategies and engagement activities, relying on hr consulting specialists, in this area can make all the difference.

An hr consultant can begin with creating an employee handbook that outlines company policies and procedures. This will provide a common understanding around behaviour and expectations that the company has of its employees. Human resource consultants can also prepare employee handbook checklists and guidance for supervisors, so that they have a good understanding of how to set performance expectations, provide feedback and coaching for performance improvement and deal with performance issues in a timely and effective manner.

Using human resource consultants that take the time to understand business strategies and corporate culture and design a performance management program around these elements will provide the best results. An hr consultant can also provide guidance on how to structure progressive discipline and accountability contracts to help employees get back on track. And having an independent hr consultant to conduct exit interviews when things don’t turn around can often shed light on issues that are affecting more than one employee in the organization.

So whether you need an employee handbook, help with performance reviews or would like to set up a complete performance management system consider using the services of myHRpro a well-established and reputable hr consulting firm in Edmonton and Calgary. Just contact us online at www.myhrpro.com

MyHRpro: offering customised HR services in Edmonton and Calgary for accelerated business progress of its clients

There is no denying that a well coordinated team of experienced employees with dedication and commitment enables an organization to have success and establish a sound and enviable brand reputation. The overall importance of human resource services of a company simply can not be undermined. HR services are the engine which drives the corporate growth and progress and often the differentiator between average and excellent companies.

MyHRpro is a well-known human resource consulting company offering a complete range of HR services in Edmonton and Calgary, Alberta. The hr consulting company provides cost effective and seamless hr services including recruitment, supervisor training and development and performance improvement programs as well as orientation and succession planning. Besides this the human resource consulting company offers executive coaching and mentoring, performance review training, employee retention and engagement programs, and other HR services that enable its clients to reach their targeted business goals and objectives.

Whether you require experienced hr consulting to provide adviceor prompt recruitment and training services, myHRpro will cater to your business needs and requirements in a professional and cost effective way. If you want to tap the potential of your employees in the most impactful way and also provide them good opportunities for career growth and succession then consider adopting proactive retention strategies and provide suitable training programs for them. What makes myHRpro uniquely able to assist you with this is that unlike other human resource consulting companies, myHRpro has a special training division called The Learning and Performance Institute. This allows myHRpro to be able to provide over 100 different instructors and facilitators to organizations that want training and development programs.

The innovative human resource services as well as the training programs all are aimed to develop leadership abilities and empower supervisors and managers to help their organization to achieve phenomenal success. myHRpro is a reliable business partner that can provide a wide range of HR services and requirements and enable you to focus on your core business and customer needs. Feel free to contact us for any information about our human resource consulting at www.myhrpro.com.

Is a good employee leaving your company? – Conduct exit interview to learn why

Though the resignation of a hard working employee is never a good thing for a company, it can present an opportunity for a company to make important changes that benefit operations in the long run. The voluntary withdrawal of an employee is like a double edged sword. On one hand, one can be disappointed about the departure, while on the other hand, the company can learn about its weaknesses from the feedback provided by the employee. Exit Interviews are the best source of extracting information about what made the employee depart from the company. The organization after recognizing its flaws can work on improving upon them. Being the most accurate instrument in assessing the issues that drive an individual to leave an organization, such interviews help organizations grow in terms of content employees.

A standard exit interview covers the following key points:-

· Inquiring whether the employee’s expectations were met by the company – Departing employees are asked questions regarding salary, benefits and the work environment so that things can be improved around the company. Reviewing these areas can bring a significant change in the working of the company and lead to greater contentment among other employees.

· Determining the factors that make the workplace unsatisfactory – Evaluation of an employee’s experience in your company can help you pinpoint the area that is the weak point in your organization. With constructive feedback and insight from departing employees, you can make sure that no other employee resigns for the same reason.

· Acts as a non-judgmental way of knowing why the employee is leaving – Skilled hr consultants have expertise in making the employee feel comfortable in the exit interview. Through an unbiased conversation, they help the employee speak up about their real reason of resigning from the company. Employers can learn how their policies and day to day operations influenced the decision of the employee to leave and in cases where it warrants, make appropriate changes.

· Cultivate goodwill towards the organization – Having former employees speak positively about the company is smart business. During the exit interview, HR consultants can show appreciation towards the employee for what they had contributed to the company and make sure that they leave on a positive note.

Make sure that you too benefit from an employee’s departure rather than just lament over it. Contact myHRpro now at http://www.myhrpro.com/performance-management/exit-interviews to know more about our exit interview human resource services.

Employment testing – Helping you select the ideal applicant

Looks can be deceiving, which is why an employer can not totally rely upon what the candidate shows in the interview or in a resume. Candidates often hide their true capabilities in order to secure a job. More transparency is needed in order to see if a candidate is a good fit for the job. In order to achieve this transparency, recruiters can follow an employment testing program where the employers assess a person’s knowledge, skills, abilities, and other characteristics through a standardized series of tests. Such a test leads to greater chances of making a good hiring decision.

Just like cells form a human being, employees form an organization. Employees have as much significance in a company as do cells in the human body. Hence, the quality of the employee makes a huge difference in the working of the organization. The kind of employment test mentioned above can increase your chances of hiring a good and really deserving candidate. The Employment Testing identifies and quantifies the important traits of each candidate, revealing the learning abilities, interests and work related personality traits that directly impact success on the job. This helps you make a more informed decision in terms of hiring people.

There are a number of benefits that your company can experience as a result of an effective employment testing program:-

· Most importantly, it allows employers to compare actual skills and abilities of candidates to the requirements of the position.

· It also helps you save time by increasing your hiring speed.

· Another advantage is that such tests enable you to set a standard for each position you’re trying to fill.

· Identifying, retaining and motivating high performing employees becomes easily achievable with employment tests.

· Employers are better able to distinguish between the deserving and undeserving candidates.

All of this collectively sums up to a better capability of selecting the candidates. If you too want your company to excel at an accelerated rate then consider employment testing. Contact myHRpro athttp://www.myhrpro.com/recruitment/employment-testing to get one designed for your company.

Employee relations – The root of a strong workforce

There are no two ways about the fact that a content employee produces better work, be it in terms of quality or quantity. The employee-employer relationship has a considerable impact on the productivity of an employee as well as the environment at the workplace. While a frustrated and dissatisfied employee will not be able to give 100% at work, a content one will have more chances of performing better than what is expected of them. There are a number of issues that arise out of work situations and later affect the employee-employer relationship. In order to keep them in check, instituting a proper employee relations program can help.

Wisely planned out mediation services ensure that your employees resolve their differences in a friendly manner and stay bonded. By conducting workplace assessments, system reviews, and investigations, employee relations service providers can come up with such unbiased solutions that would solve the conflict in a non judgmental way. Acting as a mediator, the human resource consultants can promote a better understanding in an organization.

Employee assessment is one of the most determining factors of effective employee relation program. One-on-one confidential interviews are followed in order to understand the work related concerns. A multitude of techniques are followed in order to settle down conflicts that arise. These can include but are not limited to:

· Conducting supervisor assessments.

· Identification of issues between management and the work force and diagnosing causes.

· Scrutiny of the attitude of the employee toward the workplace and recognition of employee relations issues.

· Identification of the company’s vulnerability to third-party interventions and union movements.

· Monitoring of problematic employees and development of improvement strategies.

· Communication with senior management to discuss findings and plan appropriate courses of action.

· Delivery of recommendations on areas needing improvement through supervisor training, coaching and mentoring.

· Formation of a platform for communication between management, supervisors and employees.

Following the above mentioned strategies, utilizing expert human resource consultants ensure a peaceful and satisfactory environment in your organization. For more about employee relations, visithttp://www.myhrpro.com/engagement-and-retention/employee-relations

Performance management and its benefits

Performance is the key to growth of any business. Companies wanting to gain a competitive advantage would be wise to ensure their employees are performing to the best of their ability. To enable this to happy a company needs to have a good performance management program. When setting up a program for this, ensure you consider the following:

· Development of clear job descriptions that elaborate on the goals and expected results that an employee is to achieve.

· Hiring eligible candidates by following a well thought out screening and selection process.

· Assessing employee performance by scrutinizing productivity and outcome against planned performance and articulated goals.

· Providing effective training so that employees can realize their full potential.

· Evaluating the resultant outcomes and determining the cause of inefficient performance and taking corrective action.

· Conducting quarterly performance management sessions to measure the performance of the employees and communicate findings.

· Designing adequate compensation and rewards for recognizing employees who excel in their jobs by achieving set standards in accordance with the performance plans.

· Providing guidance to employees regarding further career development.

· Counseling in terms of exit interviews to understand the reason behind employee’s discontentment and resignation or cause for poor performance.

An effective performance management program that covers all the above can prove to be extremely beneficial to a company. Benefits include:

· Financial gains – In terms of timely submission of work and growth in sales, an effective performance management program leads to financial gains in the organization.

· Motivated workforce – A well strategized training program increases the productivity of the employees and keeps them focused on their goals.

· Enhanced employee employer relationship – With better performance at work, the employee and the employer both feel confident in communicating with each other and this improves the environment at the workplace.

No matter what kind of organization you run, your success depends upon the performance of your employees. If you need assistance setting up a performance management system that fits your company give myHRpro a call. Top find out more about our human resource services, visithttp://www.myhrpro.com/performance-management

Leadership development – The backbone of a successful business

History has repeatedly proven that a good leader can bring success to even the weakest organization while a highly successful company can go bankrupt if its leader is not good enough. This is why they say that leadership development is one of the most critical aspects in the performance of a company. Using an effective leadership development training program at all levels of the organization can make a business excel by leaps and bounds.

There are four major facets of a promising leadership development program. Listed below is the detailed description of these facets:-

1) Evaluating a customized leadership development strategy for your company – No single style of leadership pertains to all given workplaces. Evaluation of the right strategy is determined by the type of work, the complexity of the organization, and the qualifications of the trainees. Better training programs can be worked out by examining the culture, systems and processes that impact the performance of your leaders. After identifying the leadership strengths and gaps, promising training procedures can be modeled for your organization.

2) Assessing the workplace through efficient tools – Many employees have the potential of leading a unit or team but they are not trained properly. A well strategized leadership development training program assesses what deters the potential employees from leading their company to success. By using methods such as behavioral assessments, multisource tools and flexible, web-enabled assessment options, trainers can identify the weaknesses of the organization and shape the training programs accordingly.

3) Selecting the development program for your leaders – after identifying the potential leaders and the strategies that would work for them, the appropriate workshop or training program is selected. From developing career planning goals for potential leaders to succession of the company’s critical roles, an integrated approach works best when selecting a program.

4) Practical application of the leadership development lessons – There are hundreds of training programs available but only a handful provide application based training. The most effective programs combine knowledge with skills and application training. Equally important is reinforcing the concepts taught back on the job with coaching and feedback. This helps learning retention and integration of the new knowledge and skills into the day to day work.

A reputed consulting company like myHRpro can help you with a great leadership development program. Contact its consultants today at http://www.myhrpro.com/contact-us

How to prevent employee attrition?

Several surveys and studies have revealed that the majority of employee attrition cases are associated with the lack of a satisfactory work environment rather than lower salaries. A lot of time and money goes into hiring and developing your people. Isn’t it wise to protect that investment? To accomplish this create an employee handbook and policy manual that requires supervisors to spend time passing on positive feedback to employees as well as providing performance feedback and expectations. Employees are more likely to perform well if they understand what is expected of them through regular feedback. Employees also tend to be more satisfied when they have ongoing communication with their direct supervisor, which helps with employee retention.

Other suggestions to improve employee retention can include incorporating employee’s suggestions into day to day operations so that employees feel that they have input into their work environment. Providing learning & development opportunities and having proper employee engagement programs also can enhance employee satisfaction. Formalize employee retention policies in an employee handbook to ensure these strategies get implemented. This will help to increase employee retention and satisfaction which will increase loyalty and commitment towards the organization and improve performance. Time and effort invested in this area can pay huge dividends. For more information on employee recognition and engagement, visit http://www.myhrpro.com/engagement-and-retention.