• Definitive Guide On Human Resources Management And Training Tips
    It is often said that human capital is the most precious asset of organizations. Do you know why this statement is true? Because human resources – receptionists, managers, developers, cleaners, HR managers and all types of employees – are responsible for making organizations work and achieve the desired results. Guide to HR Management involves several factors that influence directly and indirectly on how efficient a company is and its future profitability. HR management is not just about recruitment and selection, its functions go well beyond that. The professional HR manager should be able to stimulate human resources, deal with potential conflicts, retention of talents and also with issues regarding payments and layoffs. It’s a big responsibility, right? However, it is also a great opportunity, as more and more companies are watching professionals in this area. In addition, it is necessary to consider the growing number of developments that arise each year. To meet the demand for qualifications in this area, the Training Approach has prepared a course in the perfect measure to guarantee effective learning. In the portal HR course, you will learn concepts, fundamentals and all aspects related to topics such as performance and competency management, personal department management, conflict mediation and key challenges for human resources managers. In order for you to have a preview of what the online human resources training course has to offer you, we have prepared this article with the main topics covered in the qualification and with several tips on other online courses with certificate that can reinforce the content learned. Human Resources and Management by Competencies and Performance Performance and competency management are two managerial aspects that complement each other in the context of organizations. Although they are interdependent and of the same nature, these types of people management have some differences. This factor is covered in this topic of the portal HR course. It is necessary to have the understanding that these managements are used by the strategy of human resources as a means to achieve a competitive advantage. But how do you know the best strategy for the company? Well, you need to know the concepts and see which one is best for the business. Let’s go to concepts? Performance Management The concept of performance management is linked to employee performance – whether individually or collectively. Almost a management by objectives, this system exists to promote the appreciation of the work of the employees.  Among its benefits we can mention: ●   Individual and team motivation; ●   Shared vision of the organization’s objectives; ●   Decreased employee turnover; ●   Improvements in individual and collective performance; ●   Achievement of the strategic objectives set by the company. The employee should see performance management as a cycle that follows this order: understanding the organization’s goals and objectives -> showing that it met expectations -> correcting eventual failures -> to overcome challenges that may arise -> be rewarded for its performance. But how to go through this cycle efficiently and effectively? Here enters the Human Resources, with activities developed for this purpose. Are they: ●   Deliberate functions;   ●   Establish clear individual objectives;   ●   Provide support to employees as well as feedback; ●   Analyze their performance;  ●   Empower them for diverse skills; ●   Remunerate them for their performance;   ●   Promote ongoing training and staff development. Among the tasks of human resources management is the need to provide training and qualifications to employees, which can be done through workshops, trainings and online courses. This is because performance management has to be a way of targeting the development of knowledge, attitudes and skills – necessary for the proper performance of employee functions. In this way, it goes beyond the simple act of filling out evaluations and systematizing results. Performance management vs. performance evaluation: not to confuse There is some confusion between management and performance appraisal. It is not so easy to explain, but attempted to do so objectively is as follows: Performance evaluation: an annual evaluation made on the performance of each employee, with pre-established criteria, such as desirable attitudes, results of the organization’s goals and competencies. Performance management: it is like continuous monitoring and it encompasses performance evaluation. It addresses how the employee behaves in performing his / her activities, fulfills the goals combined with the leadership and the work team, for example. Competency management Competency management helps organizations achieve the idealized results in their processes. It is a method that consists of detecting the important skills for the development of the tasks of a position or activity, that is, the skills that a collaborator must have to satisfactorily perform a certain function. It defines “competences” the set of knowledge, skills and attitudes (including the anagram CHA) that has a person and that guarantee him behavioral and technical aptitudes. Competencies are assessed by measurable standards and developed through learning and training processes. Example: anyone who wants to develop human resources skills and does well in the area can take an HR course, participate in training, workshops and other types of training and be allocated in this sector – the premise of this type of management is: the right person in the right place. The online courses with certificate of Training Focus are great to help in the acquisition of new skills or improvement. Companies have the advantage of offering this type of qualification to their employees in order to prioritize the development of the most relevant skills necessary for the development of the business and the achievement of the objectives.
  • Personalities in the Workplace
    The workplace can be full of interesting, and often conflicting, personalities.  Over the years, I have worked in a multitude of environments that could be overwhelming at times due to the clashing of temperaments.  Understanding the different characteristics of your employees and co-workers is a vital facet to a happy and healthy workplace.   I’m going to share with you a few of the characters I have met over the years.  I’m certain you will recognize a few of them as people that surround you daily. Perhaps this will assist you in understanding their quirks and make it a bit easier to handle any situations that may arise. Overachieving Oscar Oh Oscar, we all know him, always taking that extra step when he didn’t have to.  He is always making everyone else feel like they can’t quite keep up. He enjoys his job and he takes his position very seriously.  Oscar has a strong moral compass which can make him an excellent employee and sometimes a good coworker. The thing about Oscar is, if he is taking that extra step, he thinks everyone else should too.  His work remains on his mind all the time and he is constantly searching for ways to improve. He expects and appreciates lavish praise and rewards for all of his efforts and does not mind bringing that to everyone’s attention. Slothful Susan Susan is tired, more tired than anyone has ever been.  She constantly reminds you of how hard her life is and it will always be harder than your own, no matter what. Susan needs your sympathy, she craves attention and really wants you to feel sorry for her.  Chances are you do feel sympathy for her, because Susan is obviously unhappy. She needs people to listen and to make her feel important, probably because she never feels that way. Perhaps she is a draining coworker and an employee that you have to prod along, but Susan may need you more than you need her. Tattletale Trish Everything is always someone else’s fault when it comes to Trish.  She never does anything wrong and if someone else does she is going to tattle on them like a kid on the playground.  She likes to stir up workplace drama and gossip around the copier about it. Be sure not to tell Trish about something that you don’t want the world to know, because she will tell everyone in the hour. You find yourself always wondering when does Trish do her work? No one knows. She can be useful though, because anything you need to know, Trish knows.  She usually likes to bring special treats into the office and organizes the birthday parties.    Empathetic Esther If you have a problem, Esther is there to help.  She is that employee or coworker that everyone goes to for advice.  She is great at keeping secrets, but sometimes the stress of being pitted between people can be daunting. You love Esther and her kind heart, but sometimes you have to wonder whose side she is on?  You’ll never be able to tell, because she is going to be sympathetic to everyone’s cause. Usually a workplace Esther does not stay in one job too long, because the controversy she has witnessed makes her want to move on to a less stressful job.   Micromanaging Mitch Mitch loves to tell everyone what an amazing job they are doing.  He thinks everyone is wonderful, BUT he has some ideas that could make things better. Even though it may not be his field, he can come up with some improvements and INSISTS that you make them despite any objections.  Mitch may not pay much attention to his own job, but he knows how to do yours better than you. He is usually a boss or manager and seems like a very congenial guy, until you disagree with his recommendations, then his true temper comes to light.  He will do whatever it takes to get his way and you better stay out of it. Reclusive Rita Has anyone seen Rita?  She is always in her office with the door closed and often with the lights off.  She does all of her work, but it’s as if she is living in a cave. When she comes out of her office she keeps her head down, does what she needs to do, and goes right back in. Rita is the ideal employee, she comes in, works hard, and goes home.  As a coworker, you aren’t sure what to think of Rita. Does she not like anyone or is she just that involved in her work? She seems to enjoy her job, but there is a cloud of mystery that surrounds her and makes her the topic of office gossip.    Defiant Dan Dan hates authority figures and he isn’t afraid to let everyone know that.  He doesn’t need someone telling him how to do his job, he has been working there for so long he thinks he should tell everyone how to do theirs.  Dan is often the life of the party and he knows it. He has outbursts that can be tons of fun and occasionally super awkward. As a coworker, you love Dan, because he always makes things interesting.  As an employer, you are not a fan of Dan, because he is noncompliant and often instigates office disputes. This certainly is not a complete list of the personalities you can encounter in the workplace, but they are a few of the major players I have encountered.  The most important thing to remember about anyone you work with is that they all have their own feelings and troubles. Try to understand each other’s personalities and avoid conflict. The work environment will always be a lot more productive and peaceful if you all learn to accept and work with one another.  Want to create structure in your workplace? Click here to see how we can help! Get your FREE Career Change Worksheet today! Like this post? Sign up to receive them in your inbox today! ( Don’t worry, it’s only once a week!)
  • Do You Love Your Job? Five Tips to Know if You Do.
    Do you love your job?  That seems to be a question people always ask me.   Seeing as how I have always worked with kids, it seems wrong for the answer to be no, but I have to wonder if I do. Steve Jobs once said “I have looked in the mirror every morning and asked myself: ‘If today were the last day of my life, would I want to do what I am about to do today?  And whenever the answer has been ‘No’ for too many days in a row, I know I need to change something.”  Wow, thank you Steve Jobs, that really made me think.  While trying to decide if my current career was ideal for me, there are a few points I explored, I’m going to share them with you so maybe they can help you as well.   Do you love your job?   1. Five more minutes, mom. Now I know most mornings, when the alarm sounds, I just don’t want to get out of bed.  I like sleep way too much and I have an amazing pillow, but I force myself to get up and get ready for work.  I’m usually a positive person and can channel Pollyanna and think of all the reasons I should be glad. But, even though I like the kids, that doesn’t change the fact that I am not excited about going.  2. I don’t want to be here. When I finally arrive at work, it seems like I have to force myself to go inside. There are a million other things I could be doing and the thought of going in there and getting started is completely draining.  I wait until the last possible moment to walk in and when I do I sigh deeply …another day …I just have to make it through. 3.Why are you talking to me? Could the clock move any slower?  All of my coworkers want to chat and, since I am a very empathetic person, I have to listen.  They tell me about their problems at home, at work, and about the mistakes of fellow employees.  I don’t want to hear about it. I’m there to do my job and go home. Why is time just creeping by?  4. I need chocolate. For me, this is specifically an M&M bar, but it can be any chocolate or treat.  It’s like a reward for surviving the day. This is NOT a healthy habit, but every day I get finished I wonder what I can do to make myself feel a little better and the answer is usually chocolate.  5. Leave me alone. For me, this is the most problematic result of being unhappy with my work. When I get home and I’m around the people I care for most I don’t want to talk. I’m in a perpetually negative mood and I take it out on those closest to me. I carry the stress from the day to my home, my sanctuary. When I began to realize this was happening I knew things needed to change. I asked myself, is all of this worth it? Do I love my job? I felt obligated to stay for so long, because they said they needed me, but the business survived before I went to work there and I knew it would continue once I left.  What I knew could not continue was my perpetually disgruntled mood and its effect on my loved ones. Another fabulous quote that I found is from Katherine Hepburn. “ If you have to support yourself, you had bloody well better find some way that is going to be interesting.” -Katherine Hepburn I’m not certain the “dream job” is always attainable, since there are so many factors that go into making it happen.  I do, however, believe that you can find a career that brings you joy and fulfillment. It may take you some time to determine what that job may be, but never stop searching, never stop applying.  You deserve happiness in all aspects of your life. You don’t have to figure it all out by yourself. Click here to see how we can help you! *In the name of full transparency, please be aware that this blog post contains affiliate links and any purchases made through such links will result in a small commission for me (at no extra cost for you). Love this? Sign up for our Weekly Newsletter!
  • How Not to Become Complacent in your Business
    Owning a business can be arduous, it isn’t for the faint of heart. The responsibility and consequences of your actions ultimately all rest on your shoulders. What a heavy burden to bear! Do not despair, my friend, for even if the task seems insurmountable, there is a glorious freedom waiting for you. You may feel as if you are currently in a rut and becoming complacent in your business. Sure, the business is doing well enough, but there are competitors in your area that seem to be crushing it. What should you do? Trash talk them and hope that all the customers will come back to you? That’s definitely an avenue some businesses take, but we all know it isn’t the right one. Talking bad about other businesses doesn’t enhance your own, it only makes it seem smaller. You want your business to rise above all of that, to be so great that you aren’t even worried about what the other companies are doing. Let them try to keep up with you! I have seen many examples of this over the years and I want to share a couple with you.  Let’s see if you can determine when the companies got it right or wrong. I’m not going to use the actual names, because obviously, that would be a horrible idea.  I will give them brilliant new fake names. Big Joe’s General Construction Services (brilliant, right?) has been in business for 40 years in a mid-size city.  They do contract work all over the country and were considered, for some time, as one of the top companies in their field.  However, times started to change. The industry began to evolve and become modernized, but Big Joe’s remained the same. Several employees suggested ways the company could improve, but Big Joe’s would hear none of it, why should they?  Their ways had always worked just fine. The disgruntled employees soon ventured out on their own to create a new company that we shall call Cornerstone Contracting Company. The new owners at Cornerstone wasted no time in establishing a cutting edge business and implementing all of those suggestions Big Joe’s had brushed aside.  In just a short period of time, Cornerstone began to get jobs that Big Joe’s was accustomed to being awarded. How could this be, they had led the industry for years, certainly it must just be a fluke. The more jobs Cornerstone was awarded the angrier Big Joe’s became, they would not change their methods to compete with a business that they sneered upon.  Big Joe’s attempted to discredit Cornerstone and shunned anyone that supported them. Employees were switching companies, they couldn’t find new hires, and therefore could no longer staff job sites. Sadly, Big Joe’s had reached its end. Act-1 Children’s Theatre was opening for the first time and the owners could barely contain their excitement.  Their dream was finally coming to fruition, a company of their very own, where they could share their passion for theatre and pass along all of the lessons they had been taught.  The eager new owners decided to kick-off with a bang and, after launching their exceptional new website, they offered an open house to welcome the community. Those who visited the new theatre were quite impressed and enrolled their children.  Kids and parents alike were excited about the new classes Act-1 was offering and appreciated their modern and organized approach. Miss Puffie’s Theatre for Kids and Bravo Children’s Theatre became concerned. These theatres had been around for years, it was baffling to think that a new company could appear and take some of their students. Instead of lashing out at Act-1, Bravo and Miss Puffie’s launched their own websites and social media pages.  The two veteran companies slowly began to offer a small selection of new classes and reached out to welcome Act-One into the children’s theatre network in the city.  I am certain you are aware of which companies made profitable and honorable decisions and which one did not.  Big Joe’s unwillingness to adapt to the current climate of the contracting industry, ultimately caused their downfall.  Instead of focusing on improving their own business, they chose to be complacent and resentful. Miss Puffie’s and Bravo Children’s Theatre, did not sit idly by and watch the new children’s theatre corner the market.  They worked hard to update their business practices and added new classes to challenge their current students. The city was large enough for all of the children’s theatres and each company was able to find their own special niche.  Have you become complacent or resentful in your business?  Afraid to take that next step to launch your company from good enough to amazing?  Do not be reluctant, YOU ARE CAPABLE. Your ideas are ready to share with the world.  Make plans, implement changes, and then FLY!  WANT TO GAIN CLARITY AROUND YOUR NEXT STEP? CLICK HERE TO SEE HOW WE CAN HELP YOU! *In the name of full transparency, please be aware that this blog post contains affiliate links and any purchases made through such links will result in a small commission for me (at no extra cost for you). Get your FREE ‘What I Trust’ Worksheet today! Like this post? Sign up to receive them in your inbox today! ( Don’t worry, it’s only once a week!)
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