Aman Rawat

Aman Rawat

Aman Rawat is a HR Professional with expertise in employee engagement & payroll management.

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Businesses aiming to be ahead in the race keep their tabs on data quality to bring a change for the better.Improved data is directly proportional to better performance, fewer mistakes, lower costs, and better decisions.Coming to the fact how important data quality is- it’s high time for companies to pay the attention it deserves.Caution: Bad data is the cruel living human.Every day, businesses send packages to customers, managers decide which candidate to hire, and executives make long-term plans based on the data available.When data acts as a villain, there are immediate consequences including angry customers, wasted time, and added difficulties in the execution.
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For a layman to use the words advice and feedback interchangeably is quite bearable.If a C-suite manager does the same, the entire business is likely to get disrupted.The concepts of feedback and advice have a lot in common- both are developmental coaching tools, and share the mutual goal of stimulating growth.Nonetheless, the two are poles apart.The keywords “recommendations” and “future action” are what majorly distinguish feedback from advice.Unlike advice, feedback in its truest sense does not include concrete suggestions or recommendations, rather it is about one’s feeling and reaction to an event.
HR TECH as the third eye is the ultimate problem solver, guardian and friend working to do what falls in the employer and employees key interest.Today, Human Resource Management (HRM) is seen as the LEADER of corporate hierarchy!Its’ function, practice and procedures play a key role in the normal working of work culture.Human resources in any enterprise- be it small or medium constitutes an important area of study.Careful human resource management in small and medium enterprises is required to create and nourish good opportunities in the production process.If managed effectively and efficiently, human resources can play a BIG ROLE in realizing the objectives of the businesses looking for ways TO MIND THEIR BUSINESS!!As quoted in the Research India Publications http://www.ripublication.com 26 as Rajiv Oza, director HR, Dr Reddy’s Laboratories says, “HR will play an important role in attracting and retaining talent to work in SMEs.For those who would like to fold their sleeves and manage dynamics very near to the market will enjoy their career in SMEs.
We all as humans and professionals have not come this far to come this far!We have fashioned our personal and professional selves to get the best; and what we think we deserve.Now if you have got an idea of what we are going to talk about is then yes you are right it’s time to define and re-define goals that we want to achieve in our career.Now think about this: Do you wanted to land up in your dream job just to make it become every day 9 to 5 mandatory monotonous affair?This is why organizations all around the world too have buckled up to create a meaningful experience for their employees and workers.So, now the question is: What creates a positive, motivating experience at work?
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In a crisis, employees need to know that their employers trust and support them.There needs to be a switch in focus from a productivity focused culture to a people centric culture.It is important to engage the employee by making them feel like they matter.Employees are not just a cog in the machine.TRUST is an underrated and often ignored employee engagement factor.It’s more than a positive feeling: it is an action that employees experience when they are involved in the decision making process.
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This long period of the pandemic has somewhere ruined people’s social and work life.We are restricted to outings and meeting new people.With remote work becoming the norm, colleagues are unable to physically connect with their teams and collaborate together in the same office.In this digitised world, it is only possible through online meeting sites and activities.One can use different video calling platforms through which one can connect with their team.The most common platforms using which one can join a virtual world are:Zoom SkypeGoogle MeetHouse PartyMicrosoft TeamsThere are several other apps that let you connect with your team.Move on from Zoom happy hours as we present to you some new ideas to try to amp up the energy of your remote teams.Virtual Team Building ActivitiesWhen you connect with your colleagues through engaging activities, it will increase their comfort and improve their productivity.
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Create it with them.~ Lisa Bodell, CEO, FutureThinkPart of management that drives action in a business environment is the commitment to continuous change.And what better example to comprehend this statement than the very last 12 months we’ve lived through!Be it aligning daily work with technology, conducting well-being activities, respecting personal lives, or maintaining a balanced lifestyle, employees and employers have collectively welcomed change over the pandemic.Apart from the obvious establishment of “change being the only constant”, another realisation that businesses have deduced over the last year is – The only way to make an organisation survive adverse times is by creating a well-engaged workforce.Managing remote teams presents many challenges for HR and business leaders, with employee engagement being a top priority for 2021.Scott Gregory, CEO at Hogan AssessmentsAs per a recent study by Reward Gateway of 700 global HR leaders, 45.4 percent of participants predicted that employees will rely on their employer to support their wellbeing more than ever in the coming year, making employee engagement an essential part of 2021.What is Employee Engagement?Employee engagement, in the simplest language, is the scale to which employees invest themselves in their jobs, align efforts towards achieving organisational objectives, and feel committed to contributing to the growth of the business.Employee engagement ideas are often mistaken with “employee satisfaction.” However, unlike employee satisfaction, they go much beyond activities, games, and events.Employee engagement ideas tend to reveal an employee’s motivational and emotional involvement with the organisation.Top Employee Engagement Factors to Consider in 2021The term “employee engagement”  has been one of the top-searched topics worldwide over the last year.
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According to research, 44% of employees under 35 years of age say that a lack of motivation has been hindering their performance at work since the start of the COVID-19 outbreak in March 2020.How Can you Help your Employees Get Their Motivation Back?On the bright side, we are here to tell you not all is not lost.Here are 5 ways in which you can boost and motivate your employees:1.Instead of setting tasks, introduce a reward or a prize that will be awarded if the task is completed.Companies like Google, Ford and Marriott have used gamification to motivate their employees.Omnicare, an organisation that produces pharmacy management software, set up a series of achievements and challenges that its reps could reach.For example, a help desk support analyst might receive a note with a challenge “Today find three customers who have a specific problem with billing and help them.” As the employees progressed through these series of challenges, they were given short-term rewards that were achievement and recognition oriented.
This full year of leaving behind the traditional way-of-work and shifting to a new “normal” has brought more ways to challenge an employee-manager relationship than ever.Being part of a once-in-a-lifetime crisis offers quite an acute vision to convince it as “a normal way of life”, especially in the case of a business environment.Today, employees stand rooted out of their routine and are confined to work within the same four walls- with added responsibilities and lesser resources.The acceptance and acknowledgment of this emotional-roller-coaster of a situation are exactly what remote employees need at the moment.“As many as one-fourth of UK employees could end up working from home for good, bosses anticipate, as companies plan for permanent changes after Covid.” Considering remote-work is expected to stay in the corporate world even after the pandemic settles, managers need to help make it a “new normal” for their employees- irrespective of the obstacles.As a manager one can not sit idle, let alone ignore the challenges that remote-work culture has brought with it.
We are all motivated in different ways.Some of us thrive on targets, others get enticed by rewards and some are gratified by a heartfelt thank you.Combining all three approaches is perhaps the best way to create a loyal and productive workforce.Recognition is a requirement for business success.Every member of your team craves and deserves frequent, in-the-moment recognition.Employees want to know that their efforts, even the small ones, are appreciated.This is not just an exercise in making your employees feel good, either.
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What Saas-based HR software market is and how it operates is secondary, as the understanding of this market, its revenue and future perspectives is of primary concern.To understand the basics of the Saas-Based HR software market, we must first understand the market size, measured by revenue, of the HR & Payroll Software industry, which is $9.9bn in 2021.The market size of the HR & Payroll Software industry is expected to increase by 5.3% in 2021.Let us understand the Saas-Based HR Software Market.No doubt this market is evolving as it involves human resource software operated on the cloud computing environment.Saas based HCM applications manage all the day to day operations of the HR Department.Hence, making it more workable.
What is performance management?Performance management is an analysis of the performance of employees by constant communication between employee and supervisor or management.This whole cycle includes identifying and setting goals, discussing expectations, giving continuous feedback, and then reviewing outcomes.Performance management is a continuous process not once a month or year task.This cycle has four phases.Planning( setting goals and objectives), Action(employees act on their goals while managers guide them), Tracking (Managers coach employees and track their progress), Review (Final assessment of the performance of employee round the year).A final meeting at the end of the year, this traditional approach of one a year meetings can be very frustrating and unproductive.
How do you give a performance review to a department that was stuck without work due to the pandemic?How do you rate a department that has suffered losses due to circumstances beyond their control?Would it be fair to schedule a performance review at a time when employees are under a lot of stress due to a global pandemic?These are all questions that have come up in a pandemic world.When the world is constantly changing, how can you move forward with a performance management system that doesn’t take this dynamism into account?Even before the pandemic, only 14% of employees strongly agreed that their performance reviews inspired them to improve.
Workplace flexibility is a method of reacting to changing expectations and circumstances.Giving your employees the option for flexible working is a remarkable way in keeping them happy, but it is more than an incentive.Flexible working has the potential to increase employee engagement and productivity, reduce absenteeism, and boosts profits.Offering flexibility should be a top concern when recruiting candidates and assessing the current employees’ overall happiness.Businesses are more likely to lose out in the war for talent if they are unwilling to be flexible.Read more
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