Category: Uncategorized

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/

 

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09 Jul 2018

Have what it takes to be a manager? by Debra Fraser

Aspiring Ainsley just passed his 90-day probation at an entry-level job and schedules a meeting with HR to ask where he can apply for a manager position. Ambitious or delusional? Who knows, maybe a bit of both! But it begs the question: How do you know if you are management material? What are employers looking for anyway?

The 70/30 Rule

Having worked with clients both locally and overseas (about a 30 per cent – 70 per cent split), I can tell you there is no clear answer, but there certainly are trends. Some local companies still look for the traditional pre-requisites: education, peer and supervisor references, industry knowledge and experience, and prior management experience. This last requirement is really a catch twenty-two. The result is that many high-potential managers are excluded from consideration due to one or two unchecked boxes. Companies from North America and the UK are more flexible on the education and qualifications side, but sometimes rely too much on ‘personality’ fit, preferring candidates who build rapport with them, at the expense of solid management skills. So what’s an aspiring employee to do?

The best advice I can give is simply this: build your experiences on a solid foundation, much like you build a house. Build it and they will come! Here are some competencies that all employers want to see:

Once you have these skills, half the battle is won.  The other half is being able to confidently present them in the interview process. Another hurdle that must be crossed!  Hiring an Interview Coach to work with you is an effective, and worthy investment.  Having coached job-seeking managers on interview skills I have seen time and time again that the best-skilled candidate will almost certainly NOT get the job if interview skills are lacking.

Finally, consider your motivation for moving into management, a role carrying much higher responsibility and stress.  Let’s say the management post would equate to an additional $20,000 JMD per month, then you must consider your options.  Perhaps a part-time job in teaching or real-estate, or working overtime, could yield a similar cash lift.  If selling Avon on-the-side would reward you an additional $35,000 JMD per month, which would you choose? If you still choose management, money is likely not your main motivator, and you will enjoy the sober pursuit of becoming a manager.

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

 

Read more

http://www.jamaicaobserver.com/career-education/have-what-it-takes-to-be-a-manager-_137328?profile=1270

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06 Jun 2018

4 Tips That Attracts Good Talent

1. Teach Your HR Team to Be Active on LinkedIn

Most of the time, talented candidates are already employed and aren’t actively looking for new opportunities. But you can find them on social networking platforms like LinkedIn where they show off their skills and share their expertise. That’s why your recruiters should create a LinkedIn profile for your organization and share news about vacancies. A well-written job description will attract talent hanging out on the network.

All members of your HR team also need to optimize their personal LinkedIn profiles so passive candidates can find them. Make sure your recruiters know how to effectively search for LinkedIn profiles of professionals who have the right skills and qualifications. Once they identify these candidates, recruiters should have engaging recruitment messages on hand so they can approach and target these professionals.

“If you’re after candidates with niche skill sets, consider building a candidate database. Your recruiters will be able to keep track of professionals and respond quickly to candidates who apply for a position.”

2. Keep Your Recruitment Process Short

Glassdoor recently revealed that the typical hiring process lasts around 22 days.  If you ask any candidate, they’ll tell you that three weeks is way too long. A recruitment process that drags along will never attract and engage talent. A slow response from your team won’t keep talented candidates interested in your offer. And other employers might snatch these candidates out of your hands.

How can you shorten your recruitment process? Here are some key strategies you should start implementing in your team right now:

  • Make your careers website mobile-friendly – candidates like to check new job offers on mobile devices, so reach them by optimizing your content for mobile.
  • Ensure that your team reviews applications daily – you can’t afford to lose talented leads who come knocking at your door. Recruiters need to pay close attention to incoming applications and address them promptly.
  • Schedule interviews as soon as you accept a resume – your HR team should quickly respond to applications from talent and be flexible in adjusting to their schedules.
  • Follow up with candidates on a regular basis – talented candidates need to be informed about their current stage in the recruitment process.
  • Don’t hesitate to present the offer when the hiring manager agrees to hire a candidate – recruiters should be quick in following up with an offer. It can be the same day or a day after. Otherwise, they risk losing the candidate to another company.

3. Personalize Your Hiring Process

Sometimes it’s hard to imagine that recruiters should personalize their communication when hundreds of candidates apply for vacant positions. Personalization is a challenge, but your team should never forget that resumes represent real human beings who deserve respect. Talented candidates spend a lot of time crafting their resumes and tailoring their applications to match the job description. From their perspective, it’s fair to expect a personalized approach in return.

A cold and impersonal recruitment process will inevitably damage your employer brand. You’ll never attract the type of candidates that you’re trying to source. Help your HR team realize that every time they get in touch with a candidate, they’re representing your company. The hiring process should be efficient and transparent. That’s how you build a positive employer brand that catches the eye of top talent.

4. Emphasize Return on Investment (ROI)

A recent report showed that companies that actively source talented candidates can boost their revenue by over 200% compared to organizations that don’t engage in such activities. That’s why your HR team should stop focusing exclusively on candidate skills and qualifications, and look instead into their quantifiable achievements. If a candidate writes on their resume that they’ve increased sales by 12%, your team can bet that they will achieve similar results in the position they’re trying to fill.

Your HR team needs to have a good understanding of how significant ROI and revenue are for your company. They’ll look for candidates who can streamline processes and optimize them to impact your bottom line.

Key Takeaway

Attracting, sourcing and engaging talent is a top priority for every organization these days. You need a smooth and personalized recruitment process to engage these passive candidates efficiently, especially if you’re searching for unique skill sets. Use these four strategies to teach your HR team how to hire the most impressive talent in your niche.

 

For more info:

 

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05 Mar 2018

3-2-1.. Go!!: Caribbean HR Solutions New Website!!

Caribbean HR Solutions starts the new year bright by launching our newly revamped website. After months of tedious and hard work, this new design has you in mind. It’s clean and uncluttered design makes visitors to the site better able to navigate and identify the services offered by CHRS.  It provides a clear image of who we are and how we can assist you in becoming who you want to be.

We encourage you to visit the new website, particularly the services page and explore the services that are offered by Caribbean HR Solutions.  With a variety of methods of communications employed with the new website (chat, leave a voicemail, call), the new website is designed with our new and prospective clients in mind ensuring that you have multiple means by which to contact us.

Start exploring our updated and added website features

  • Our Homepage
  • Services
  • BPO Center
  • What’s New/ blog page
  • Events page
  • Testimonials

Stay connected with us through our social media platforms, follow us on Twitter, LinkedIn and Facebook.

ABOUT CHRS
When companies need HR support for their business, they call us for help.  We provide a unique approach to HR Outsourcing that allows you to focus more on developing your business.Caribbean HR Solutions is a team of experienced and certified experts in Human Resources, Executive Search, High Volume Recruiting, Training, Compensation Design, Benefits and Payroll Administration.  Providing short-term assistance to meet targets, consulting projects, or long-term outsourcing solutions, we ensure you receive a cost-effective, process-driven solution. Because we believe that Talent Matters.

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01 Feb 2018

Why Outsource?

Why Outsource?

Many firms take advantage of the opportunity to outsource their HR services for the additional benefits that they receive.

  •         Saves money/Cuts Costs – Perhaps the biggest and most significant benefit that is received from outsourcing your HR functions is that it saves the firm money. The firm no longer has to hire a large amount of people that will deal with critical HR tasks while at the same time still maintaining that compliance with all employment laws.
  •         Reduces risk by ensuring compliance with employment laws – The main function of a HR company is to monitor employment policies and practices to ensure that the company and its employees remain compliant while attending to the best interests of the company.
  •         Gain Access to top-level recruiters and HR technology without the additional cost of having to invest in it – Recruiting the best talent for your company is critical and can be determinant in your company’s success or failure. Using HR firms can help your company to gain access to their talent/expertise; technology as well as industry contacts that they would have gained. This will position your company to utilize top HR expertise and skill without any additional overhead costs.
  •         Focus on core business module – Outsourcing your HR functions will allow your company to ensure that your company is able to focus on its core business while ensuring that current staff is taken care of. It allows your current HR personnel to spend more time focusing on implementing strategy while the HR firm will focus on administrative HR duties.

Studies conducted shows that outsourcing a portion of your HR services have proved to be beneficial to many companies in enhancing their business module and enhancing their success.

Top HR Functions to Outsource

  •         Recruiting
  •         Payroll
  •         Benefits Administration
  •         Compensation
  •         Performance Management
  •         Policy and Compliance
  •         Labour Relations
  •         Attendance Management

                                                                                                                                                              

Source: http://www.professionalemployer.net
https://www.outsourcinginsight.com/outsource-hr-functions/#tab-con-2

 

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