Sound human resource planning needs to be based on the principles and actions highlighted in the article below. In the practical world, an external human resource consultant or employment agency plays an important role in planning the basic requirements for human resource.1. Human Resource Planning has to be finally integrated into the other areas of the organizations strategy and planning.2. Senior management must give a lead in stressing its importance throughout the organization.3. In larger organizations a central human resource planning unit responsible to senior management needs to be established . The main objectives of this are to co-ordinate ans reconcile the demands for human resources from different departments, to standardize and supervise departmental assessments of requirements and to produce a comprehensive organizational plan. In practice, the Human Resource and Development department would normally play a leading role in the task . In smaller organizations these responsibilities would probably be carried out by a senior manager or even the managing director.4. The time span to be covered by the plan needs to be defined. Because of the abiding problem of making forecasts involving imponderable factors, a compromise is often adopted in which a general human resource plan is produced to cover a period of several years. If the system is operated as a continuous, rolling plan, the five year period of general forecasting is maintained and each first year is used in turn for purpose of review and revision for the future.5. The scope and details of the plan have to be determined. For large organizations separate human resource plans and forecasts may well be needed for various subsidiary units and functions. In smaller organizations one comprehensive plan will probably suffice for all employees. Where particular skills or occupations may pose future problems in recruitment or training, special provisions will be required in human resource planning.6. Human resource planning must be based on the most comprehensive and accurate information that is possible. Such personal information is essential in any case for the effective management of the organization. Details of format and contents will naturally vary, but they will normally need to include details of age, sex, qualifications and experience and of trends likely to effect future forecasts, such as labor wastage, charges in jobs, salaries, etc. Apart from the routine collection of data for personnel records, special analysis may sometimes be necessary to provide particular information

Clearly, the way organisations work has changed in the past decade to a shockingly great extent. This drastic change came across as a result of a series of changes. Realising the true value of employees, automating the business functions to save time are the most apparent ones.

To say the least, it was easy earlier to manage the workforce as the employees’ say was overlooked and the policies were rigid. As time passed and the needs of the employees started drawing more and more attention, policies started becoming more and more flexible and employees happier. Hence, as we have now entered a new decade, the future of work starts to look a lot more different in terms of culture and trends. And so, we thought of predicting a few of the workplace trends that we might witness round the year.

Employee wellness-The health of your employees directly impacts the health of your business. If you want to mushroom your business rapidly, you must take care of the health of your workforce. The definition of health is now not just limited to physical health but mental and emotional health as well. Various professional and personal factors influence the health of individuals. This is why it is necessary for you to expand the idea of health benefits to mental health checkups, and therapists.

2020 will be the year for companies to begin their actions in this direction. They will start factoring this as well in thepayroll software in India while configuring the CTC.

Employee experience-The percentage of millennials and Gen Z is increasing in most of the industries. And they want the policies, culture and space to be more and more flexible and comforting. Not only do they prefer to work from home on the days they feel lazy but also want the work desk to be flexible. Nothing should make them feel restricted. Hence, this decade and not just 2020 will become more and more about the employees, their demands, expectations, likings, dislikings and more. All of this would be done with the aim to keep the retention rate high, the attrition rate low and the hiring costs minimal. We can also expect a feature in the HR and payroll software that allows the employees to leave suggestions, and rate company anonymously.

More diversity and inclusion-Upholding values, becoming more and more socially responsible is the key to attracting great employees, making them proud of working with you and making them stick to you. So, the companies in this decade will try to keep the gender ration in check, be more welcoming towards the LGBTQ community and not differentiate amongst people on the basis of age, caste, disability or status.

Another workplace trend that we cannot miss is the rising culture of the gig economy. This economy is inclined more and more towards hiring people as freelancers. This progressively rising economic culture is going to be on the rise in this decade as it will cut a lot of costs for the company and thus help them save a lot of money. For instance, sometimes you may have a requirement for more designers but not always. So, to cope up with times like these, companies will increasingly start leveraging the gig economy. This means that when there is more work, they can avail the services of the freelancer, pay him for the time he has worked. A lot of money and office space of the company is saved this way.

Apart from the aforementioned ones, automation, especially in theHR Software in India and Payroll management software, will continue to make its mark in the decades to come. Moreover, employees will demand more and more work-life balance. So, these were the workplace trends that we see coming in and progressing with time by the end of the decade- Brace yourselves!

Know the Person You Are Hiring

by

Steven Davis

Ever wonder who is in your home working on the heating unit? Did you know that the person changing the oil in your car is a convicted thief? Is your child’s soccer coach a felon? Do you know the driving history of the people driving your company vehicles on the roadways? Who is representing your company?

Surveys show that 40% of applications and resumes submitted are fabricated or misleading in hopes of increasing the applicant’s chances of getting the job. Eighty percent of the information received from personal references is misleading. How do you make a good hiring decision based upon the information you know? Flip a coin. In this article we will provide you with concrete ways to increase the amount of factual information you have available for any applicant in order to make a good hiring decision and increase the likelihood of finding the right person for the job. If implemented correctly, these techniques could decrease your Workers’ Compensation, general liability insurance, and vehicle insurance premiums and increase your reputation in the community. During the application process, require all applicants to provide 3 professional references – not personal references. Personal references tend to be friends, coworkers, and family members who either do not feel comfortable telling the entire truth or have not observed the applicant actually working or know very little about an applicant’s work habits, ethics, etc. I strongly recommend you obtain 3 professional references who have no personal connection to the applicant but can attest to their abilities and employment history. While this will provide a small portion of information you need in total to make a good decision – it will add to whatever else you find out about your potential employee. Next you should require every applicant to interview in person. After 20 minutes of speaking to the applicant face-to-face, you should have a good idea if they are a good fit for your company and the position to be filled. Make sure you ask difficult questions and watch for their response. If possible, give them either a written test or hands-on test. For example, if you are hiring someone that is required to use a computer program like Microsoft Excel, have them complete an exercise on a computer using that program. Be creative. While it may add time to your interview process, view as an investment in your company. I’d rather spend an additional 30 minutes making sure I have the best possible candidate than making a fast decision and hiring a “dud”. After the interview, it’s time to conduct a criminal background check. Believe or not, the majority of companies do no background check at all. They simply accept the word of the applicant concerning their history which is dangerous and it increases the company’s liability dramatically. I’ve been in human resources for over 20 years. I remember 2 brothers that came in together and applied for 2 vacant positions dealing with the public requiring a valid driver license. On paper and in person, they were outstanding candidates and I was ready to hire them both. After I conducted an electronic background check and driver license verification (MVR), I found that both were convicted of felony larceny, safecracking, breaking and entering, and neither had a valid license. Are these people you want representing your company? I would not have known any of this information if I hadn’t checked. We didn’t hire them. Drug screening prior to employment is essential. There are some good laboratories you should be able to find locally that will test your applicants for around $30 – $40 each. It is money well spent. Identifying drug users reduces your liability. Think for a moment what would happen if John is operating one of your vehicles and hits a pedestrian because he likes to smoke marijuana or abuse prescription drugs. That is a lawsuit waiting to happen. Call the professional references we spoke about in the second paragraph. Ask questions that yeild information about how they work, punctuality, trust, need for supervision, and ability to do the work assigned. Listen to what they say about the applicant. Sometimes the best information is what they don’t say. Listen for long pauses as they think how to phrase a response to your question. When you’ve completed the interview, hands-on testing, criminal background check, drug screening, and calling the professional references, you should have a more complete picture of the person applying for your position. You should know if they are right for your organization. Now act. Decide who to hire, contact them and make an offer for employment. You probably are asking yourself “How much does all this cost?” All of this should take about 40 minutes to process which includes interview time. The background check and drug screening should cost anywhere from $50 – $60 for every new hire. I know it seems expensive but you need not spend the money on every applicant – just the one you anticipate hiring. Spending this money upfront is an investment. If you prevent one accident or theft – you’ve profited and your company benefits. Knowing who you hiring: priceless. —— Author’s Note: There are many Federal and State laws governing background checks, drug screening, legal interviewing questions, and providing references. Many of the vendors for background checks and drug screening test know these rules and can assist you greatly. Consult a human resources professional or attorney if you are ever in doubt of being compliant with these various laws. Every company, regardless of size, should follow similar guidelines for screening potential employees.

Steve Davis is the adminsitrator for http://uthinkwhat.com who writes home spun editorials about today’s news, growing up, community, and more.

Article Source:

ArticleRich.com

Submitted by: A.Noton

Commercial insurance is one of the most imperative investments that a business owner will ever make. This is the coverage that will protect assets, investments, and the very heart of the company. Below is some information on commercial insurance which you may find useful.

What is commercial insurance?

Business insurance is designed to protect the assets of businesses, and commercial establishments. There are commercial policies which are appropriate for all size companies. As well, policies may be tailored to meet the needs of the individual company itself.

What types of events does the business insurance protect against?

There are different policy options depending on need. However, most policies offer coverage against such things as, theft, fire, property damage, and general liability.

Does a small business need commercial insurance?

Though all businesses need such coverage, it may be especially important to the small business owner. If a company is not incorporated, owners may be at even greater risk in the event of unforeseen circumstances. Small business owners could lose not only business related capital, but more importantly, they could suffer a loss of personal assets should potential loss or law suits occur. This means assets such as the family home, vehicles, etc. could be in jeopardy. Business insurance will prevent this type of stress and hardship.

Does business insurance include workers compensation coverage?

Some enterprises may opt to purchase workers compensation policies through a different company than the one which provides them with fire, theft, and general liability coverage. However, often the same insurance company will provide for all commercial insurance needs. Many times it is less expensive to purchase all coverage from the same company. There often will be a package rate available. Which even you choose, be certain to purchase adequate workers compensation coverage. Workers compensation is the coverage that will pay for medical expenses of employees, should they become injured on the job. It is of the utmost importance to have this protection.

How to choose the best insurance company for your business

When searching for a commercial insurance company, the key is to find one that is reputable. They should be able to meet all coverage needs of the business, provide comparable rates, and have a reputation of providing excellent customer service, ease of claims, and prompt settlements. If you are considering purchasing insurance from a company check with the better business bureau. See what type of rating they have, and how many complaints have been filed against them. This will give you an idea of how reliable the firm is.

Before purchasing a commercial insurance policy compare rates, and offered coverage from multiple companies. Find agents who will take the time to address all your questions and concerns. This is imperative. A good agent will be willing to invest the time it takes to make certain that all aspects of coverage have been thoroughly explained. Once you have notes on several of the best insurance providers, narrow your choices down to the one that best meets the needs of you company.

About the Author: Whethere you’re looking for the best

commercial insurance London Ontario

or

insurance brokers London Ontario

, at Haas Insurance Group- 106-101 Cherryhill Blvd, London, ON N6H 4S4 (519) 471-7740 – you are ensured that you will get the service you deserve.

Source:

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