03 Jun 2019

Who run the world? by Debra Fraser

My, how things and times have changed. If you went into a coma about five or so years ago and just regained consciousness, you’d be surprised at the updates regarding the progress made on gender equality in particular. One needs to look no further than the #MeToo movement started in the US. In countries like Italy, where old customs still dictate and limit women’s involvement in economics and politics, they’re starting to feel the effects of nearly half their population being limited in their contribution to national development because, let’s be clear, it’s no longer just about gender; it’s about economics.

 

Right Person For The Job

Going are the days when phrases like ‘this is a man’s job’ are taken seriously. The past 50 years have proven that gender has very little to do with aptitude. It’s been tried, tested and proven that attitude is the key ingredient to achievement and upward mobility. That, and good old-fashioned smarts and hard work. So, in addition to expanding their views on workplace diversity at various levels, forward-thinking companies are now recognising the critical importance of finding the right person for the right job at the right time. This may be especially challenging to accomplish internally when the culture itself is in flux and may require external partnership from an HR service provider or even a workforce management company. As with Affirmative Action in the United States, legislating change and employment quotas can make a difference. However, since privately-owned companies in particular can self-determine who they want to hire without external oversight, many firms are turning to executive search partners to find the best and brightest yes, but also those whose core beliefs complement the organisation’s culture and strategic goals.

Girl Power

A word for our local super heroes. Our most decorated Olympian is also a woman — Merlene Ottey. Jamaica’s first Olympic gold medallist is also a woman — Deon Hemmings. Since then, Veronica Campbell-Brown, Shelly-Ann Fraser-Pryce and others have blazed a trail on the track. More recently, Alia Atkinson has been literally making waves with her consistently outstanding performances in the pool. And in a few days, Jamaica’s Reggae Girlz begin their maiden adventure at the Fifa World Cup, playing their opening game against none other than Brazil.

More and more, globally and locally, women have staked their claim to top leadership roles in sports, business, and politics. From Portia Simpson-Miller to Audrey Marks and countless other phenomenal women, companies, and governments are realising that you marginalise any group really, but especially half the population, at your own risk. The recently constituted South African parliament proves that some are getting it right; half the representatives are women. Canada gets that too in the composition of Justin Trudeau’s Government with strong representation by minorities and women. It’s full time we recognise that our organisational and national sustainability will ultimately depend on everybody pulling their own weight, regardless of gender, political affiliation or religious beliefs.

 

Until next time, leaders, keep lookin’ up!

 

Read more

http://www.jamaicaobserver.com/career-education/who-run-the-world-_166240?profile=1270

 

30 May 2019

Understanding the Performance Management Cycle

Performance management is often considered as simply performance reviews and appraisals. However Michael Armstrong in his Handbook of Performance Management defines performance management as   “the continuous process of improv­ing performance by setting individual and team goals which are aligned to the strategic goals of the organization, planning performance to achieve the goals, reviewing and assessing progress, and developing the knowledge, skills and abilities of people.” The key word of this definition is continuous which means the performance management is an on-going activity and one-time or once a year event.” Therefore, when looking at performance management, it is important to look at the different stages of the performance management cycle

The Performance Management Cycle

Plan – setting clear performance expectations and goals for individuals in order to achieve the organizations goal. In setting these goals it is involve setting S.M.A.R.T. objectives. These are:

  • Specific – answering the question what is to be done
  • Measurable – looks at how you will know you have achieved the expectation in measurable terms.
  • Achievable – looks at if the person can do it within the time frame and resources that are provided
  • Relevant – looks at if the objective is aligned with the organizations objective and the employee’s role
  • Timely – looks at when it will be done. This means that the objective has a built-in deadline by which the person is expected to have it completed.

 

Act – This is the process where the individual will seek to achieve the objectives and carry out the roles given.

Monitor – This is the process of consistently measuring performance and providing feedback to the employee on their progress.

Review – This is the process of reviewing the employee’s performance with respect to the goals that have set.

Though it is defined as a cycle it is important to note that there are no arrows indicating order in the diagram. This is because the flows do not naturally into each other. The Act and Monitor aspect might be continuous throughout the year but the Review process might be a once-a-year event and the planning aspect might take place throughout the year and re-reviewed based on the organizations needs.

 

https://www.clearreview.com/resources/guides/what-is-effective-performance-management/

 

23 May 2019

Acing the job interview

Are you ready for your upcoming job interview? Preparing for a job interview or even going on the interview might seem very intimidating. Here are some steps to ensure that you are prepared and ready for your next interview.

Here are the 7 steps for success to ace your job interview

 

All the best on your next interview!

16 May 2019

Writing a good job description

When you are ready to hire a new employee in your company you will need to write a job description.  A good job description will explain to the potential employee the tasks, duties, functions and responsibilities that are to be performed in the position. The job description is the employer’s sales pitch to potential candidates. It must be designed in such a way that it will grab the candidate’s attention and keep it.

A well-designed job description will also give the employee a clear source to guide their job performance and similarly it can be used by the supervisor as a measuring tool to ensure that the employee is meeting their job expectations. So how do we write a good job description?

What to include in the job description

Perform a job analysis – This is the process of gathering and interpreting information about the job’s task that will provide accurate information for the job description. This would involve interviewing employees to find out the current roles as well as the manager to whom the position will report to. If it is a new position that would relieve current employees of certain aspects of workload, they should also be a part of the development process of the job description.

Write a clear job summary – the job description starts with a clear description of the job. What will be required by the candidate. The job summary should provide a clear overview of your company and what the expectations are for the position.

Indicate the main responsibilities – It is important to indicate what the main functions of a position are. The article 5 tips for writing effective job descriptions indicates that anyone who reads the job description should have a clear view of the responsibilities of the job and thus would know right away if they are the best fit for the role. The list of responsibilities should give candidates a clear understanding of the everyday activities of the role.

Indicate the required knowledge, skills and abilities – When creating the job description, it is important to think carefully about the skills that the candidate will need to possess in order to succeed in the position. It is also necessary to distinguish between those skills that are needed prior to employment and those that can be learned on the job.

 

The job description should provide the applicant clear picture of their everyday activities with the position. This will aid in ruling out persons who do not have the right qualifications and help those who do to better assess their potential roles.

25 Mar 2019

Employee happiness = business profitability

Because I’m Happy

Happy is not in the lexicon of what is considered the usual business lingo. We’re more accustomed to talking about profitability, efficiency and sustainability. Ironically, for those key factors to be in the ideal optimum state, employee welfare and engagement must be a priority for any forward-thinking organisation. This brings into focus the oft-blurred lines between corporate objectives and clearly aligned hiring and on-boarding best practices. This is also where HR practitioners excel, or ought to anyway, by helping senior management employ holistic hiring solutions with employee contentment as a priority.

Workplace harmony

Let’s get one thing straight: as much as companies strive to be the coolest place to work and be revered for their compensation and benefits package, it is, above everything else, a place where services are exchanged for payment. That’s the primary reason organisations conduct executive searches or hire HR consulting firms — to help them find the best and brightest. Keeping them on board is another story. It’s not lost on managers that with strategic succession planning in mind, they must maintain the interest of young hires who are increasingly more into personal development and instant gratification. But how does a leader strike that tricky balance between getting their pound of flesh and creating a family centric culture that encourages employees to act in the company’s best interest as if they were the CEO and founder? Many start-ups go as far as offering stock options or up the ante with paternity leave and on-site childcare or gym amenities. The fact is that organisations are awakening to the stark realities of competing for the loyalty of their internal customers almost as much as they do for external ones.

Business model

The subheading alludes to the framework and peculiar strategic objectives of any given company. In this instance, though, I’m referring to a model business environment, one that sets a standard for how team members are given primacy in one of the areas that matter most — their physical workspace. Over the last decade or so, much has been made of some high-profile examples of uber trendy, downright cool places to work. If you Googled ‘cool places to work’, Google itself would probably pop up as a top search item. As self-serving as that may seem, it’s also reputed to be true. The same can be said for Facebook and other open-floor designed corporate spaces — where enclosed offices are often seen as closed-off communication, and jeans, trendy tees and sneakers are the new normal for office attire. A local example of an international brand that employs this approach in some respect is Vistaprint. But don’t be fooled by the facade of employee chill-out areas, flashy paint jobs, or mini-gyms. Creating a ‘happy’ environment for your team members is never just about stylish or lavish amenities. It starts and ends with a genuine appreciation for the value and contribution each team member brings to the table, and backing that up at every level of their engagement and compensation.

Debra Fraser, MBA is CEO of Caribbean HR Solutions, a board member of the Business Process Industry Association of Jamaica, a member of the Human Resource Management Association of Jamaica, and a member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com

Read article

Image result for jamaicaobserver

http://www.jamaicaobserver.com/career-education/employee-happiness-business-profitability_160261?profile=127

12 Mar 2019

The Big O

In a world still characterized by patriarchal domination, it’s natural that the working world also reflects disparity when it comes to women in top corporate and government positions. That inequity is equally evident when we examine the statistics about equal pay for equal work. However, much has changed over the last few decades, albeit slower than many would prefer.

Having said that, it’s both useful and inspirational while celebrating International Women’s Day to recognize the impact and contribution of women in business in particular.

Opportunity

We can certainly appreciate the handful of women now leading countries like England and Germany and champions of industry like Mary T. Barra of General Motors or local mavericks like Paymaster’s Audrey Marks. Some more household names of pioneering women include iconic fashionista Coco Chanel, Huff Post’s Ariana Huffington and of course Oprah Winfrey. You know you’re in another league when you only need one name to be recognizable. And who doesn’t know about Oprah and her story of tragedy and triumph over seemingly insurmountable odds. From being abused as a youngster, racially stereotyped and being paid less as a TV co-anchor for the exact same workload as her male counterpart, she is the epitome of a global icon fashioned in her own image. But her rise and continued success is much more about substance than it is about personality. After being headhunted as a budding journalist, when she in turn became an employer she also had to utilize  talent acquisition strategies to create the right team for her vision, brand and companies Even super women need the support of smart, capable people around them. The big O is powered not just by her persona, but the personnel she surrounds herself with.

Outstanding

The phrase ‘dance ah yaad before you dance abroad’ comes to mind as a stark reminder of the  wealth of local doyennes staking their claim at the Jamaican dream through innovation, industry and just plain grit. It’s never been easy navigating in what remains a man’s world. Still, it doesn’t require too much surveying of the Jamaican landscape to identify women on top of their game. One such standout is Sutherland Global’s Odetta Rockhead. As vice president and country head for one of the world’s leading business process outsourcing companies, she took control of her own destiny and a male-dominated industry after overcoming great personal and professional challenges from an early age. So much so that by her early thirties she was leading a team of hundreds and generating growth and income levels previously unheard of in the annals of the local business process outsourcing industry.

There are many other awe-inspiring stories about triumph and innovative leadership by women who refuse to be limited or defined by traditional gender expectations. So as we celebrate women everywhere, we also acknowledge and show appreciation for the men whose partnership and leadership makes greater life and workplace parity possible.

Until next time, Leaders Keep Lookin’ Up!

Debra Fraser M. BA, is CEO of Caribbean HR Solutions – a leading HR Outsourcing and Recruiting firm, a board member of the BPIAJ and the Global Services Sector, a member of the Human Resource Management Association of Jamaica, and Society of Human Resources Management. Please direct comments to dfraser@caribbeanhrsolutions.com or www.caribbeanhrsolutions.com

 

Read more

21 Feb 2019

Payroll Outsourcing: What is it and why do it

Payroll Outsourcing Defined

Payroll outsourcing simply refers to the hiring of an external firm that will be responsible for some or all of the payroll functions for the company. These companies generally take the responsibility of paying the employees, distributing pay slips, obtaining the appropriate and up-to-date payroll software and making the necessary statutory deductions. Many companies whether large or small find it necessary to outsource their payroll function as a makes their job while ensuring that they are fully tax compliant. Payroll outsourcing is the fastest-growing aspect of the global human resource outsourcing (HRO) industry and research conducted estimates that that it is expected to grow at a CAPR of 4.4% during the period 2016 – 2020.

Why Outsource Payroll?

The benefits of outsourcing your payroll should definitely be considered before making a decision to hire a payroll outsourcing company.

  • Payroll is a time-consuming process. Outsourcing your payroll process to a third party and allows you the time and convenience to focus on your core business with the knowledge that your employee’s work hours, pay rates and wage deductions are being handled.
  • Outsourcing your payroll reduces the possibilities of tax compliance errors and possible fines that might be associated, as well as likelihood of missing key tax deadlines. That is because the payroll is being handled by trained experts that have the responsibility of being aware of all changes that are being made by the tax authority and making the necessary changes to ensure compliance with government regulations. So as an employer you can focus on other aspects of the business without the need to worry about missing tax deadlines.
  • Payroll is not just about getting your employees paid on time however, that is an important aspect of the payroll process. Ensuring that employees are paid on time and that their statutory and employee deductions are accurate of the payroll process. Missed pay deadlines can lead to unhappy employees and continuous missed pay deadlines will result in. If considerate time and focus is not dedicated to the process of payroll, it can negatively affect your company, your production and your overall bottom-line. If you are constantly paying your employees late and missing pay deadlines then you should outsource your payroll process.
  • Outsourcing your payroll is also cost-effective. Cost-savings can be calculated based on the time savings that is not spent on conducting your own payroll. Time saved is money saved. Outsourcing your payroll allows you to save time in the following ways allowing you to focus on the overall company business.
    • Calculating payroll each pay period per employee
    • Creating and Distributing pay slips
    • Preparing and sending payroll taxes and tax returns to the government.
    • Outsourcing your payroll also tends to less expensive than keeping payroll internal.

Things to consider when choosing a payroll outsourcing provider

To ensure that you have a seamless payroll process it is important that as a company you do some research into the payroll industry prior to choosing your payroll provider. Here are some things to consider when choosing a payroll outsourcing provider.

  • Price – what is the price and additional fees that  the company is charging and is it worth the service that they are providing?
  • Service – what are the services being offered?
  • Reputation – What is the company reputation? Reputation is a critical factor as the reputation will help to dictate when can be expected from your payroll provider. As this process is outsourced, business owners will not be able to oversee the process as they would with their other operations. There is therefore a risk of using an unreliable firm to conduct your payroll which can lead to more problems than solutions. It is important to review the company’s reputation whether by get references from other companies or other means available to ensure that you will receive quality service.

Want to outsource your payroll services. Contact us at 1-876-971-7632 or email sales@caribbeanhrsoluions.com for more information.

 

Payroll Outsourcing Market 2017 Global Share, Trend, Segmentation and Forecast to 2021
http://www.digitaljournal.com/pr/3558598#ixzz5en0D0IoM

The Pros & Cons of Outsourced Payroll

https://yourbusiness.azcentral.com/pros-cons-outsourced-payroll-3039.html

 

Why Payroll Is One Function You Should Outsource

https://smallbiztrends.com/2014/11/outsourcing-payroll-tips.html

 

 

 

07 Feb 2019

CHRS: Impacting the youth of tomorrow

As we seek to impact our nation through developing the lives of our youth, Caribbean HR Solutions’ HR Programs Manager, Tomeisha Mckenzie made a thought-provoking presentation at the UTech Western Jamaica Campus on Gaining a Headstart: The Resume, the Job Search & Finding the Right Fit. During the presentation she highlighted the importance of doing career exploration through self-discovery, assessing yourself and investigating the world of work. She also looked at resume building, dressing for success and interview tips along with answering any additional questions the university students had.

It was an engaging session that allowed the students to ask questions and gain insight into the world of work. We are confident that the knowledge that she imparted will go a far way in helping these students as they prepare to start their professional careers.

CHRS: impacting the young minds of tomorrow… because we believe that #TalentMatters.

 

11 Jan 2019

CHRS celebrates employees at inaugural Grand Gala

Since August 2010, Caribbean HR Solutions has been providing seamless Human Resource Outsourcing (HRO), Recruiting, Payroll and Business Process Support solutions to new investors entering the business landscape of Jamaica. The company has been making its mark by servicing major players within the Manufacturing and Tourism and Airline industries as well as being a key contributor to the rapid growth in the Oil and Gas and Business Process Outsourcing (BPO) industries.

We have supported our client base by providing them with our high-quality HR Program Outsourcing, Payroll & Benefits, HR Consultancy, Executive Recruiting, High-Volume Recruiting and Employer of Record (EOR/PEO) services. Our business success is marked by our depth in local and global HR Expertise, the skillful deployment of HR Technology, and a genuine approach to Relationship Management.

As a company we have had a great 2018 and we are thankful to all our employees, clients, shareholders, and partners for their hard work and support. We capped the year off with our 1st CHRS Grand Gala that was held at the Day-O Plantation. As we celebrated this milestone, the Jamaica Gleaner was on hand to celebrate with us. See the link below to their article

http://jamaica-gleaner.com/article/social/20181221/caribbean-hr-solutions-celebrates-employees-inaugural-grand-gala

 

18 Dec 2018

Trump: a lesson for leaders by Debra Fraser

Yes, leaders, let’s go there.

But before we do, remember this: We are all students of life, and as leaders, it is crucial for us to lead a learning lifestyle; that practice of learning from everything — the good, the bad, and the ugly. To have times of reflection when you evaluate the bigger picture — causes and effects — so that you can see what changes are required to ensure success. To create smart strategies to break cyclical errors and recognize, even prompt those ‘aha’ moments on how to standardize best practices for sustainable profitability. All of this is learning at the leadership level and forms the basis for continuous improvement in any sphere of life. Your ability or inability to learn impacts you, your teams, and all those within your scope of influence.

So, what then can we learn from The Donald?

Regardless of whether you are a Trump fan or not, one thing is undeniable: his actions and characteristics are nothing shy of incredibly bold! Here’s how Wikipedia defines this characteristic: it is “the quality of having a strong, vivid, or clear appearance”.

Boldness is about the energy and conviction you portray to those around you. It is what draws people’s attention to buy what you are selling. It is Usain Bolt’s jig at the build-up to a 100-metre race, and the swagger in Barack Obama’s walk.

It smells like confidence (though it can be a sign of its deficiency) and thus is prone to popularisation even if it is devoid of integrity, truth, or effectiveness. But even while it may be completely disconnected from values, boldness sill retains its powerful impact.

Let’s jump from one extreme (politics) to the other (religion). The book of Proverbs 28:1 states: “The righteous are as bold as a lion.”

A simple definition of righteous: rightness, or consistently doing what is right, yet another leadership discipline. Regardless of your religious persuasion, this verse is a challenge to leaders – especially middle managers.

Have I chosen the right job that suits my natural gifts, passion and purpose? Am I making the right decisions for my team and company; choosing the longer, tougher path in order to ensure success? Am I doing the ethical thing even when noone is watching? And finally, when I am practising ‘rightness’, am I doing so with boldness? Am I confidently representing what my team is all about; creating my own jig and swagger?

With our Government’s aggressive 2020 economic goals just ahead and in anticipation of the associated learning that will accompany this challenge, let us as leaders become bold about what we are in fact doing right.

Until next time, leaders keep lookin’ up!

Debra Fraser, MBA is CEO of Caribbean HR Solutions; board member of the Business Process Industry of Jamaica; member of the Human Resource Management Association of Jamaica; and member of the Society of Human Resources Management in the US. Please direct comments to dfraser@caribbeanhrsolutions.com