Free Job Posting: What Does It Entails?

Free job posting refers to listings vacant positions on free job boards. Job posting sites help employers to attract a large number of candidates without paying any money. This allows them to benefit from targeted candidate traffic for filing fancies.

You should not discount the value of posting jobs in a free job posting site. There are many ways your company can benefit from posting a job on a free job posting site.

1. Save on Advertising Costs

Posting job ads can be a costly endeavor. The cost for posting ads on Google Ads, Facebook, and LinkedIn can run into thousands of dollars.

But why spend money on paid advertising when you can list the job vacancy at free job posting boards?

Free job boards don’t ask you for any money for listing vacant positions. Some people think that free job listing is for a limited time only. But this is generally not the case.

You can create a free account on a free job board without entering any credit card details, and list unlimited jobs without paying a single penny.

2. Target Large Number of Candidates

By listing the job in free job posting sites such as AXPERT Job Board, you will be able to target a large number of prospective candidates. The job boards can post the jobs in partner sites including other job posting site or classified directories. Moreover, they can post the job in social media sites and search engines free of cost. This can result in the maximum exposure of your job listings.

The more the exposure of your ad listing, the greater the chances that you will be able to quickly fill the vacancy. That’s why you should carefully select a free job posting site based on the potential exposure.

3. Easily Manage Listings

Free job posting site provides a dashboard from where you can manage your job listings. You can view live metrics to know about the reach of your listings. You can know which listings have maximized reach. In this way, you can finetune the listings to ensure that the site reaches the maximum number of targeted candidates.

Once a job post goes online, the live metrics will provide up-to-date information about the listing. You will know what listings get the most attention. By helping employers to monitor the job listing performance, the live metrics can help them in recruiting the best candidates. The metrics can tell the real story and guide employers to improve their listings.

4. Improve the Chances of Finding the Right Candidate

By posting a job in a free job posting site that offers live metrics, the chances of finding the right candidate increases significantly. You will be able to target the right candidates. It will ensure that the vacancies are filled with the right candidates.

Listing the job position in a job posting site will allow you to effectively target qualified individuals who best meet the job requirements. The metrics will help you master the recruiting funnel allowing you to fill the right candidates for different positions.

5. Post Multiple Jobs Quickly

Yet another benefit of free job posting sites is that you can post jobs relatively quickly. You can create a free account and start posting jobs right away. No need to enter credit cast details. You just need to enter the username, password, and profile details.

The process of registering for a free job posting site is much easier and less of a hassle than registering for paid ones. In this respect, free job posting sites provide a greater value for money as compared to posting in paid job boards and advertising sites.

6. Save Time Finding the Right Candidates

With free job posting, you will save time in connecting with the right candidates. Once you have registered for a free account, you can start posting right away. The online portal remains accessible 24/7.

Whether you are a CEO or an HR personnel, you will be able to post the jobs and monitor responses anytime. You can access the portal any time of the day and night. The candidates can get in touch with your company by email or phone. You might be able to get the position filled within the day of posting the ad.

7. Easily Update the Ads

Editing the job listing is easy on a free job posting portal. Online job listing portals such as AXPERT Job Board has made the task of posting and modifying the listing easy and efficient. The process of modifying the job ads is less time-consuming. You can keep the job listings up-to-date with just a few clicks of the button.

To sum up, posting on a free job posting site is quick, cost-effective, and easy. This is particularly suitable for small businesses and startups. You don’t need to pay anything for posting ads on the free job posting sites. Both the candidates and the company can benefit from the services of the free posting sites.

You have nothing to lose when posting jobs in free job boards. Now that you know the benefits of posting jobs on free posting sites, let’s take a look at some tips to post effective job listings in the free job posting sites.

How to Post Effective Job Listings? | Specific Guidelines

1. Craft an Attractive Job Listing

Remember that you need to create the job listing carefully. A badly written listing won’t likely attract prospective candidates; no matter how reputable the job site.

So, how can you create a good listing? Here are some tips that will help you to create an effective job listing for any vacancy.

1. Make a Good Impression on Jobseekers — Try to make the best impression on the job seekers. For most individuals looking for a job, the job description is probably the first thing that they will read. That’s why it’s important to craft the job description carefully.

A well-written job description can motivate the jobseekers to apply for a job. On the other hand, a badly written job description will have the opposite effect; it will discourage them from applying for the job.

1. Use Words to Evoke an Emotion — Studies show that emotions influence our buying decision. The same can be applied to the decision for selecting a company.

When writing a job post, you should use words that evoke an emotional response. Consider using words like ‘lively atmosphere’, ’employee friendly policy’, ‘free xxx’, ’employee welfare’, etc. You should also specifically mention employee benefits like vacation/paid time off, flexible schedule, performance bonuses, fitness center, and other perks offered by the company.

1. Include Relevant Company Details — Make sure to enter all relevant details about the company that relates to the job role. Explain how the job role will help achieve the vision of the company.  Also, write an honest statement about the position of the company within the industry. A survey of about 527 graduate students of top schools in the US, Europe, and Asia revealed that company reputation was an important factor when deciding a potential employer.
2. Specific Job Title — The job title mentioned in the listing should be targeted instead of generic. You need to use phrases that accurately describe the job title. The job title should reflect the job responsibilities and duties.
3. Be Concise and to the Point — Avoid being overly verbose with the listing. At the same time, the listing should also not be too short as it will not have enough to make the ad compelling enough. Job listing should be about 500 to 600 words long. Listings that are more than 1000 words, or less than 100 words, will lessen the chance of attracting a large number of job seekers.

2. Mention the Job Location

A mistake most businesses make when posting an ad is not stating the job location. A company may have multiple branches in a city. In such a case, it’s essential to mention the location where candidates will be expected to work.

One company had failed to mention the place where the workers will be expected to work. Only once the company had selected the candidates, it was told that they will have to work in a suburban location. Obviously, all of the selected candidates had left the company within a week of joining. This shows the importance of mentioning the location in the job listing. It will save you a lot of hassles later on.

3. Enter the Required Information

You should enter all the relevant information on the job posting site. Some of the information that you will be required to post include the following.

• Salary – Mention the salary and whether it is hourly, weekly, monthly, or annual. Also, you should mention the minimum and maximum rate for freelancing or outsourcing agencies.
• Job type – Indicate whether the job post is temporary, permanent, freelance, or internship.
• Email – Enter the email where applicants should post their CVs.
• Closing date – Clearly inform the prospective candidates about the deadline for submitting an application.
• Jog tags – Make sure to enter at least five job tags relevant to the position. The tags can be the job title, position, or relevant skills.

Mistakes to Avoid When Posting of Free Job Posting Sites

The online free job listing agency will review your ad and activate it if it meets the requirements. You should search for your company ad 24 to 48 hours after posting the first ad. Here are some of the mistakes due to which your job listing post may be blocked.

1. Asking a Fee — Most free job directories don’t allow you to seek any payment from the job seekers.
2. Violation of Equal Opportunity Law — The job listing should not violate equal opportunity law in any way. The job listing should not be targeted based on age, gender, race, and other related factors.
3. Posting Multiple Ads of the Same Position — You should also be careful about posting multiple ads of the same position. Job boards will typically flag ads with the identical job title and description.
4. Post an Ad for Multiple Locations — Each job that you post should be associated with a single location. You cannot post an ad for multiple locations.
5. Posting More than 3 Remote Jobs — In case the job is remote, you should add the word “Remote” in the title. However, it’s recommended that you don’t post more than 3 jobs with this title as the job posting site may consider the listings as spam.
6. Posting a Work-at-home Job— Lastly, you should remember that most job posting sites don’t allow posting work-from-home jobs. There is a difference between work-from-home and remote jobs. Remote jobs workers are employees of the company and receive all the statutory fringe benefits. In contrast, work-from-home workers don’t receive any such benefits. You should remember this difference when posting jobs at a job posting site.

Summing it All Up

Free job posting sites will allow you to save cost when advertising for vacant positions. You can post unlimited ads on a job board without paying any money. This will benefit not just the company but the candidates as well. It will allow you to get maximum possible exposure of your online job listing.

By posting on a free job portal, you can get a large list of potential candidates for a position. This will allow you to fill multiple vacancies quickly. It will also allow you to connect with the most qualified candidates for a given position.

Posting a job at Axpert Job Board will help you maximize the exposure of your job listings. We can advertise the listing on all search engines and social media for free. The free job posting site is targeted at small business owners and human resource managers. Create a free account to register your company and start posting jobs today.

Source: Axpert Jobs

Necessity of Training and Development

Training and development is a learning method in which individuals improve their knowledge, confidence, and skills (Aguinis, 2009). Training sharpens the skills, changes the attitude, improves concepts and increases the performance of the worker.

Large establishments basically offer training platforms to their employees for improved application of skills. Now a day all organizations are competing against each other, so every day is a learning day of individuals. This made the establishment to be energetic in the market. Training and development improve the employee satisfaction and self-esteem. Most of the workers may have confidence issues and some other weaknesses but training program allows them to enhance their confidence and strengthen their week points. It also increases output and loyalty to excellent results. Training and development encourage creativity (Burke, 2017). New concepts can be made as straight results. By applying for a solid and fruitful training program it helps to maintain your company brand and it also makes your organization a major consideration for those individuals who want to start their career. Mixed learning is also very effective for new and old employees. It consists of online learning and classroom learning. A healthy development and training program certifies that individuals have a reliable practice and sound knowledge (Burke, 2017).

Training and Development decrease the supervision and direction and it encourages confidence in employees (Aguinis, 2009). It reduces the accidents at the workplace. Training classes also improve human relations within a department and the relationship of the employees with the supervisor. It also increases the organizational capability flexibility and scalability in a competitive world. Training awards the employees with productive chances based on experiences. It also fulfills career achievements (Burke, 2017).

Article Source : Axpert Jobs

HR Outsourcing

HR outsourcing is a set of human resources with other administrations and groups. It is a process in which the human resources sub-contract their operational activity with outer resources. It makes the needs of organization steady and acknowledges them by manipulating work activities (Reilly, 2017).

In HR outsourcing the third party gets involved for more focused and developed work. It allows the staff to concentrate on the major part of work to get high profits. The sub-contractors can be private and temporary for covering the difficulties and demands of labor (Glaister, 2014). HR outsourcing comprises different fields such as organizational structure, staff requirements, administration, and employee orientation program etc.

There are a lot of reasons why a businessman approaches outsourcing. It helps them to control information and time beside their complete supply chain. Outsourcing provides basic facilities and skills to save your cost. It plays the major role in cost saving. It increased your efficiency of work. A well-organized group in human resource development at any organization can guarantee you the work completed with less money (labor costs and expenses) and in a short time (Reilly, 2017).

Sometimes outsourcing has very unsafe results. Service delivery may collapse with time or lower the hopes of the organization. Privacy and security may also be at risk. The company data can be hacked.  Outsourcing agreements can prove too inflexible to accommodate any alteration (Reilly, 2017). Sometimes outsourcing may lead to instability in any organization. Reduced face to face communication with workers is the biggest problem of outsourcing hr. Lack of in-house expertise also creates difficulties for a company because they have less knowledge and experience to handle that specific problem (Glaister, 2014).

References

Aguinis, H. &. (2009). Benefits of training and development for individuals and teams, organizations, and society. Annual review of psychology, 60, 451-474.

Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.

Glaister, A. J. (2014). HR outsourcing: the impact on HR role, competency development, and relationships. Human Resource Management Journal, 24(2), 211-226.

Reilly, P. &. (2017). How to get the best value from HR: The shared services option. Routledge.

Article Source: Axpert Jobs

Developing Employees at Work

It is required to develop a deep-rooted conviction between the line leaders and heads of business unit, that us really matter for people — that leader should enhance the abilities of employees, promote their careers, and do proper management of performance of teams and individuals.

Simply we can put all responsibility for developing and enhancing the talent on the shoulders of leaders of organizations. Yet, whilst many acknowledge its importance, only some offer training and coaching at scale to make their people capable.

Recently PDI Ninth House did a research on the capability of high-level leaders to enhance and develop their employees. According to this study, it was found that as the organization is moved up by the leader, they decrease the activities to develop the capabilities of employees — even they know the importance of this at each level. In fact, the responsibility of a leader to develop and coach the new talent persists while the context and expectations for the leaders vary.

Following are suggestions for senior leaders to create talent development environment:

• Become an exemplary individual: By becoming a role model you exhibit the qualities of positivity, composure, and confidence. You need to be crystal clear upon the concept the learning process is ongoing and articulate this among others too. You need to welcome openness because the leaders need to pass through different stages of learning.
• Strengthen the importance of learning: You need to reinforce the need for learning throughout the goal accomplishment process. So that the people can realize what they want and how they can overcome their shortcomings. For instance, when a person completes a task you should celebrate the result along with the learning opportunity they gained in the process.
• Build sustainable processes to support Development: Managers need to assist their subordinates in areas that need improvement. Everyone at some point knows their weakness. People who with exhibit great expertise need career tracks that would enable them to attain a qualified position in their organizations.
• Inculcate the importance of shared values: The workforce needs to associate their everyday goals and responsibilities with the larger goals of the organizations. This will enable them to create a viable plan of action.
• Every problem opens a door of opportunity: Failure cease to demotivate the employees. In turn, they see every broken window is a challenge that allows them to show full potential. In this way, they can change their failures into upcoming feats.
• The input of Team Members: Getting the input of team members for the development of the organization or the project always motivates them. They feel important and know that they are able to play a significant role in the organization. Their voice gets valued and they feel happy and satisfied regarding it. The involvement of team members for the developmental decisions always helps both the organization and the team members. It gives an exposure to new solutions and ideas for the organization and on the other hand, the employee is able to feel energized with volunteer work as well. Whereas, those team members who are told every time about their tasks, it will be difficult for them to survive in the organization and will not have confidence in them. The involvement helps in the growth of the overall organization and brings the team members close as being the part of the organization as well.
• Recognition: Being recognized at work plays a vital role in the growth of both the team members and the organization. it gives the sense of security to the employee that their work is being appreciated and valued. Whereas the leaders create a positive environment for all the team members to work together with appreciating their hard work. It boosts them to work harder and offer something that is more than expected for the organization.
• Discovering the Right Job Fit: Sometimes employees are not able to perform well and that is because they do not fit in that place. One of many roles of the leader in the organization is to help employees find their right fit and get to the right place. When they are working at the right place or department, their skills will show utmost results that will benefit them as an individual and for the organization as well.

Article Source : Axpert Jobs

Who can qualify to be an HR Manager?

In our current modern materialistic world, where everything can be bought and sold and human lives are measured in a weigh alongside mere capital, it is quite hard to discover individual of gold heart, who desire nothing but the service of humanity. However rest assured; the search shall not be in vain. It often occurs that HR Career seniors encounter a queue of individuals, waiting to be recognized and mentored as HR career person. However, when their motives are brought to query, they often confess they’re in it because “they love coordination, team work and helping people in need.” However, that is indeed a tragedy of HR recruits because such candidates are more suited towards general management than HR; a harsh truth indeed, but this very same misinterpretation often leads to incompetent individuals joining the career. Let it be blatantly known that HR – although the name might sound like – is not a place for “nice” people. It is, however, an expectation from the newer recruits – it’s quite hard and often wished to find a “nice” partner in HR careers – not a qualifying characteristic – a common misconception which leads to wrong people applying for HR.

This predicament can be solved with one simple equation and explanation: HR is a place for just people; not nice people. There are a lot of situations in HR careers where, being nice just won’t cut. For instance, some individuals might perceive that extra amount of work can reward them with extra salary; however, the pay is only according to what the job itself is worth for. These are some of the cruel decisions one is required to take in the field of HR and result in many disagreements and conflicts between members and thus, any pacifist would be easily overwhelmed beneath the weight.

Article Source: Axpert Jobs​

New HR Infrastructure

A vast number of organizations still pertain to the traditional “top-to-bottom” mechanism when it comes to organizational structure and operations, however recent studies conducted have concluded that in our today’s society, such an infrastructure is completely obsolete. The perfect example that can describe the initiation of this infrastructure is that in the beginning when organizations were few in numbers and vast in manpower, there were not a lot many opportunities available for lower workers to choose from, as alternatives, so they were used to bearing this tiring and medieval “top-to-bottom” structure, where all the power and authority was in the hands of superiors while the lower portion of the workplace was considered as outcasts. However, with the rise of the society of millennials, much of this has changed, since newer society has brought with it a large number of more organizations with even better workplace infrastructures that do not rely on this ‘top-to-bottom’ infrastructure.

Millennials prefer a system where all working bodies are considered equal, however, the authorities may lie in the hands of superiors. This means that the lower portion of the workplace should be requested as much as the upper portion of the workplace. All issues within the workplace should be tackled adequately, and no individual should be perceived as nothing more, or nothing less when it comes to teamwork. We’re seeing the initial stages of this friendly infrastructure already in works and many employers are now using WhatsApp and other groups for communication, where all members of the workplace will have access to information, instead of traditional ‘top-to-bottom’ channels where half of the information dissolves on the way. This promotes transparency, trust, and better work motivation.

Article Source : Axpert Jobs​

What is social recruiting? And Its Benefits

Social recruiting also known as social hiring or social media recruitment is the system used to find potential candidates by using social platforms for advertising.

It uses blog’s, social media profiles and other websites to find information on potential candidates, it also makes use of advertising the vacancy on HR vendor sites or crowdsourcing platforms – a platform where job seekers share and find job openings within their own social networks.

Social recruitment has progressed at a fast pace and enjoys a good place in fast-moving places like social networking, recruitment and also cloud computing. Another hot trend is, mobile recruiting, which has been on the rise thanks to the increase in tablet and smartphone users.

Here are a few benefits of using Social Recruiting :

1) Better Exposure of Vacancy

Facebook, Twitter & LinkedIn have around a billion users each. Sharing your job postings on these sites increases your chances of coming across top talent.

2) Better Quality Candidates

You can target potential candidates by demographics interests or skills and even based on work history. This ensures that you will get the best possible fit for the profile you are looking for.

3) Exposure of Employer Brand

Social recruiting always increases the visibility of The organizations brand, and also helps establishing a powerful social presence for your employer brand.

4) Extra Referrals 

Referrals are a great source of hiring.
Advising your current employee’s to get in touch with their friends via social links to share the jobs postings will make the referral process easier.

5) Less Expensive

Running an Ads and recruitment campaigns will cost you way less and helps you to reach a larger audience.

Conversations that start on social media can be directed into a telephonic round, then interviews and finally to make or break the hire!

A large majority spend at least 15 to 20 minutes on a daily basis surfing the internet. If you have already started using social media to hire, it’s a good thing to know a few added benefits that recruiting on social media brings to an organization.

Article Source : Axpert Jobs

Alternative Dispute Resolution in Workplace

Alternative dispute resolution or ADR is a substitute to the traditional modes of resolving workplace grievances. The methods are effective for the resolution of conflicts, disagreements, and issues at the workplace without resorting to enlisting courts, arbitrators or attorneys. The principles on which ADR functions of mediation and negotiation. Given that the practice of these two principles is used to reach a compromise suitable to all the parties involved there is a lesser risk for the parties and thereby results in an expeditious resolution.

It is preferable to the traditional litigation method owing to its ability to expedite cases and cost saving; contrary to the traditional method. Additionally, the added favorable factor which makes ADR more preferable is the equal consideration given to the interests of both parties instead of the outcomes built on the positions of parties involved. This is possible due to the style of dispute resolution used in ADR which can be tailored to the needs of the parties or the nature of the dispute in addition to the third party involved (Stipanowich, 2004).

The tilt towards ADR is partially a result of dual factors like institutional pressures and human resources strategies looking towards nonunion methods or procedures (Colvin, 2003). The use of mediation has increased significantly due to the efficiency, cost saving and other benefits that it provides. There are numerous programs for the resolution of the dispute without resorting to adjudication. Specialist human resources managers and recognized trade unions have been found to be positively associated with the more private forms of alternative dispute resolution. Participants have shown to prefer control over the outcomes, control over the process and rules-based process in mediation (Shestowsky, 2004).

Article source : Axpert Jobs

Staff Performance Appraisal System

For a company or an organization, it is important to demonstrate their efficacy which is demonstrated through the quality of performance and organization’s future goals. Employee’s performance and the overall performance of the company thus are monitored. The function of staff performance appraisal by the human resource department is essential in managing the performance of the members of the organization; which is achieved through performance management processes. There is a direct relation between staff performance ability of the organization to meet its goals (Selden & Sowa, 2011).

The chosen performance management systems should be one which is free of any subjectivity or bias and is based on empirical and theoretical evidence (Prowse & Prowse, 2009). This allows the managers to not only set goals and expectation with their employees but also to evaluate their performance whose results determine if they are to be rewarded or if there is a need for a corrective measure and intervention. Thus the ubiquitous purpose of performance appraisals is to set a concrete and apparent expectation of what is expected from an employee.

The appraisal system will perform well if it is in line with the vision and the mission of the organization, has accurate content and purpose as well as has positive impacts on the employee’s performance along with corrective measures or changes made to remedy the negative impacts. Some clear gaps that should be avoided include: absence of appropriate reward for the best performing employees, no information provided to the employees about the appraisal system, absence of feedback on the results and no participation of employees in the formulation of the evaluation tools itself and those which are not redesigned periodically (Daoanis, 2012).

References

Daoanis, L. E. (2012). PERFORMANCE APPRAISAL SYSTEM: It’s Implication To Employee Performance. International Journal of Economics and Management Sciences, 55-62.

Prowse, P., & Prowse, J. (2009). The Dilemma of Performance Appraisal. Business Performance Measurement and Management, 195-206.

Selden, S., & Sowa, J. E. (2011). Performance Management and Appraisal in Human Service Organizations: Management and Staff Perspectives. Public Personnel Management, 251-264.

Article Source : Axpert Jobs

6 Massive Benefits of Entering Into Career in Sales

If you are little confused about whether it is good to start a career in sales or not then the article below is really useful for you. There is no point to discourage a person who is entering into sales because this field has massive advantages. The only fact is that you do your work with positive attitude and know how to prove yourself. Anyone can succeed in the sales job and there is no doubt to say that this job can bring money as well as happiness for you. There are lots of opportunities at every next step and if you can use them skillfully then you will have huge growth.

Below are 6 massive benefits of entering into a career in sales:

Sales jobs are entertaining and fun oriented. If you have fun in life along with high income then you are definitely going to lead a bright career path.

• Skills in this sector are portable. The selling skills that you learn with each passing year can be further adapted into a potential market. Although you might face some changes in terms of product or services but the skill of selling stays on the top and it can bring great opportunity ahead.
• There is no doubt to say that sales experts are in demand these days. Those who are able to sale can fit themselves in any environment with competing market forces. In most of the cases, a small as well as big company is always ready to hire a person who has quality to sell. That demand is almost impossible to fill so you will get best job opportunitiesat every next step.
• There is no ceiling condition on income. More you improve your skills, more are the chances to get high pay scale. The commission to get a result of your efforts. No sales manager will say you that your performance was good till now but now you have to slow down. Everyone will boost you to carry business forward with great returns. And it ultimately brings great incentives to you.
• Even with very small capital investment you can bring massive returns. You need not to join college for 7 years like a doctor to sharpen your skills. You don’t even need to spend hundred dollars to buy a new empire to start with. You are able to start your career by simply investing the best in you- that are your skills. Your real investment will be the time that you will spend while learning your skills and soon they will start creating great profits for you.
• There are challenges everywhere. Each and every day of your sales career brings challenges. You will never find any two days same rather every next moment is a challenge for you and if able to prove yourself no one can stop you from succeeding. These challenges help to learn new things at every step and they definitely make us perfect day by day

Article Source : Axpert Jobs

Impact of Training on Employee Performance

With the fast-evolving world, increasing competition and new technology, it is imperative for an organization to keep their business formula, technology in use as well as employee skills updated. For this reason, departments and policies like employee training and development and, research and development (R & D) are put into practice. Research has shown that there is ample evidence suggesting that there is “a medium to large size effect for organizational training” (Arthur Jr., 2003).

Furthermore, given the training method implemented, the skills taught and the chosen evaluation criteria are all the factors which are related to the effectiveness of the training program. Findings have shown that there is a clear relationship between learning and performance. Moreover, there also exists a moderated relationship between training motivation and response with regards to learning. However, it should be understood that training is a complex process which may moderate some relationship while mediating others (John E. Mathieu, 1992). Coaching or training at a workplace not only contributes to skill development of the employees but also brings positive outcomes for the organization.

Through the examination of the training methods used, for example, the method of the training period, the format or the use of feedback, showed that types of coaches indicate significant positive impact. Given the significant positive impact of workplace training on employee learning and organizational development, it is important to implement a training program which is carried out by internal coaches and excludes multi-source feedback for it to be more effective. As far as strategies for training are concerned it is beneficial to put into use teaching methods like face-to-face teaching or the use of blended techniques (Guillaume, 2015).

References

Arthur Jr., W. B. (2003). Effectiveness of training in organizations: A meta-analysis of design and evaluation features. Journal of Applied Psychology, 234-245.

Guillaume, R. J. (2015). The effectiveness of workplace coaching: A meta‐analysis of learning and performance outcomes from coaching. Journal of Occupational and Organizational Psychology, 249-277.

John E. Mathieu, S. I. (1992). Influences of Individual and Situational Characteristics on Measures of Training Effectiveness. Academy of Management Journal.

Article Source : Axpert Jobs

The Advantages and Disadvantages of Hiring Locals over Expats

We are all aware that we live in a global community and that is a reality. For many HR professionals, it is becoming common to not only focus on a local workforce, but also a global one.

Many HR network contributors have also shared their views about hiring international co-workers to help grow business and train new employees in a foreign country. In this article, let’s look at the other side of the coin: hiring locals over expats.

According to the Financial Times an employee who is sent to live abroad for a set time period is called an expatriate employee. An expatriate is expected to relocate abroad, with or without family, for as short a period as six months to a year; typical expat assignments, usually, range from two to five years.

Advantages of Hiring Locals for your International Business:

1. Knowledge of the local culture and business practices

Local candidates understand the culture in which they live. That means they can navigate potential problems with greater ease. That usually translates to higher productivity and a decrease in financial loss, if any.

2. Locals are fluent in the language and can manage workers using local resources

Often, HR professionals and those doing the hiring get stuck on whether the employee speaks the language which is native to the company. For example, an American company may favor an English-speaking expat over a local… even if the local candidate is ahead of the other candidate. Don’t let the language keep you from hiring the best person for the job.

3.Cost much less than expats

Hiring an expat can cost up to two-three times more than hiring a local candidate. Costs include everything from the expats normal salary to relocation costs, and language and cultural training. Those costs by the way aren’t just for the expat, but also the expat’s family.

4 Encourages Diversity

Hiring locals means diversifying the workforce. It also gives a company a better chance at growing business abroad and in different ways.

Disadvantages of Hiring Locals for your International Business

1. The people with the necessary job skills could be limited

Depending upon the product, your choice of candidates may be limited. That doesn’t mean a company can’t hire local and then train the new workforce. It just means more money and time spent bringing the local workforce up to the expected skill level.

2. Locals may not understand the company’s values or common practices

Depending upon where a particular company was founded, it’s fair to say it derives some of its values and common practices from its country of origin. Transplanting those to another country and another culture can be problematic.

Hiring local over expatriates or vice versa is a big decision. Here are some things to consider.

Make sure to focus decisions on the local culture. Is the foreign culture similar enough to the one where the company is already located? Are there ways to learn from the foreign culture and work some of its best qualities into the business model?

Think of the big picture. If the company is opening an office branch in a foreign country, what are the future plans? Will the company continue to grow into other countries? If so, try to plan for that eventuality. Construct a global plan and pick places that make sense based on where the company is already located.

For workers to keep earning, they have to keep learning.

Article Source : Axpert Jobs

HR role in protecting employees from gender discrimination

Company culture is a major factor in the world of hiring and business. When it comes to improving work productivity and employee relations, gender bias is often something that is easily overlooked.

Knowing how to respond to gender bias in the workplace isn’t as clear-cut as it may seem, but it’s still important for workers. “Gender diverse companies have higher returns than non-gender diverse companies,” says Sallie Krawcheck, co-founder of Ellevest. “They have lower risk, greater innovation, greater employee engagement. The performance of companies with gender-diverse teams is so much better.”

In the last few years, charges of gender discrimination in the workplace have increased. How exactly should an HR safeguard against discrimination in his or her workplace? What is the best way to handle it?
Dealing effectively with discrimination is a two-step process: become knowledgeable with regard to anti-discrimination laws, and pay close attention to what’s happening in your company.

Here are some general guidelines for HR’s to follow when confronted with a complaint of any type of discrimination:

1. Pay attention to what you don’t see. You can’t always see it, prove it, or stop it, but if you ignore even the hint of discriminatory behaviour, you and your company could suffer in the long run. Low morale, employee conflicts, and even lawsuits are just a few of the serious problems that could arise.

2. Don’t play favorites. If you offer certain benefits to employees, make sure these perks are available to everyone. For example, if you want to provide a flexible work arrangement for your older workers, avoid appearing discriminatory by being sure to offer this option to everyone.

3. Keep your personal beliefs personal. Your personal philosophy regarding race, religion, and other potentially inflammatory issues should not affect your duty to monitor workplace discrimination, nor should it cloud your views regarding what’s legal and just.

4. As it’s easy for an off the record remark — said by either you or an employee is enough to start a whirlwind of bad feelings. Think before you say something that might be misconstrued, and teach your employees to conduct themselves similarly. People should not be afraid to be themselves, but they do need to be careful, sensitive, and knowledgeable about what’s okay to say and what’s better left unsaid.

5. Respond quickly. If an employee expresses concern about possible workplace discrimination, do what you can in the shortest period of time to resolve the issue. Allowing it to delay will only add to the employee’s anxiety. Establish a clear policy for yourself and others for dealing with the problem.

6. Proper Investigation – Who said what? What exactly happened? Who else was involved? Along with the help and guidance of their peer manager, talk to the person who has been accused. Make sure to take and protect copious notes of your discussions.

7. Educate yourself – Stay informed about workplace discrimination. Talk with your peers in similar and different industries, read your daily newspaper for information about what’s happening locally, and conduct research on discrimination and harassment law. Find out what it means for you as an employer.

8. Propose a Gender Equality Training or Workshop – Hosting a gender equality workshop can help with this, even if it’s just by getting the issue of gender bias out there in the first place. “Every time we talk about culture or our people or hiring or firing, every time that we talk and bring in issues of not just gender bias but all kinds of bias, I push that we constantly question ourselves and ask, ‘Is our bias impacting our hiring decisions in some way?'” Being aware of gender bias is the first step toward correcting it.

9. Create and post an anti-discrimination policy. Keep in mind that no anti-discrimination policy will be taken seriously unless you take concrete action against any possible wrongdoing. After you’ve assessed the situation and consulted a lawyer, determine how you’re going to proceed. If you discover that some kind of discrimination has taken place, decide if you will start with a warning, insist on counseling, or formally terminate the accused.

Eliminating bias in the workplace isn’t just a one-and-done kind of thing. It takes continuous, concentrated and committed effort. It is nothing to play with. Don’t start the work if you don’t intend to finish it.

Article Source : Axpert Jobs

Importance of an Efficient and Positive Working Environment

The working environment is one of the  most important things that influence employee motivation and happiness, and how productive they are. Apart from  solely job responsibilities, the reason being it is where the employee will do their work.

If your work environment is ‘positive’, it means you will adapt well into the work culture of that organization. Less challenging environment means more productivity. If you are on good terms with your superiors and your co-workers, you feel comfortable working in the office, and at the end of the day, this shall give you a sense of accomplishment and a positive experience, you’ll find that you are much more satisfied and productive.

Every organization needs to create and maintain a healthy and stable work environment, so that they can attract and retain the best talent, boost employee morale and to create a healthy and stress-free environment where employees love to work and excel.

Below are a few such tips which would help you understand how to do so as an HR:

1. Clear Communication

Good communication and reach is one of the most essential part of an effective working space. Having a two-way communication between hierarchical figures and employees is a good policy. Such an open door policy will make sure that a strong and organized network of communication is being established. Effective and clear communication always makes working much more efficient and productive for everyone. This method is also helpful in generating ideas, expressing creativity and encouraging contribution from employees all across the organization, which in turn creates very professional yet open work culture in small to medium businesses.

2. Reviews & Feedback

Feedbacks should be flexible enough to become a part of the weekly propaganda so that employees can receive and share feedback without hurting anyone’s ego. Open recognition of achievements of your employees is also very important to promote the value of hard work and to motivate and improve performances. It also helps to recognize any inside issues or  problems within the team, so that you can quickly address the issues and in turn help to promote a healthy work environment.

3. Resources & Tools

Now a days often work may rely heavily on tools and apps that new hires may not be familiar with due to today’s ever-changing technology. And help may not always be available. A healthy work environment must have resources and facilities in place, both online and offline, for employees to refer to for assistance on topics and techniques required to fulfill their role and to encourage them to learn more.

4. Cheerful Environment

A positive working environment is all about creating a good & stable overall work environment. It can directly impact the attitude and productivity of employees, and their mindset about their ability be productive. Simple things such as comfortable temperature and lighting, adequate personal working space, pantry stock, controlled noise levels, the quality of the air, the furniture and fittings, and so on can impact the organizational work environment in a big way. The main aim is to create comfortable and healthy work areas for every employee, and give them their freedom to set up their own work-spaces. Interaction and communication should always be encouraged, which will make the office a more lively and cheerful place to work in for everyone.

5. Personalizing employee relationships

No one likes to be treated as just an employee. Get to know them a bit up close, ask and learn about their hobbies and interests, families, and backgrounds. Ask them their favorite band. Know their personality outside the office. This is a great opportunity to create a more deeper, more productive relationship with your employees. You will gain true respect.

A healthy, stable, efficient and positive work environment is a big part of the organizational culture, and can have a very big impact on its ability to attract the best human resource.

It is also essential to know that organizational culture and working environment comes from the top. An entrepreneur’s big responsibility is to create, develop and nurture the right kind of working environment for everyone to function in the organization.

Feel free to add your thoughts on this in the comments section below.

Article Source : Axpert Jobs

Attributes of a Digital HR Leader

During today’s era of technological revolution, the goals of HR leaders have remained the same: to attract, grow, develop, reward, and retain the talent needed to achieve organizational goals. It’s a challenge for HR managers to bring new skills and capabilities to meet the requirements of a digital & technically dynamic business environment.

Strategy

During this prime digital age of knowledge and information, technology will automate whatever can be automated, but will not touch the scope of human creativity and innovation. According to recent studies conducted on top organizations, the organizations are finding it more difficult comparatively to lay hands on the quality of talent they require. More research shows that organizations approaching the recruitment process strategically are  achieving better results.

HR leaders will therefore need to bring a unique strategic policy to the challenges of the employees of their organization.

1. Inquisitiveness& quick-learning

At present technologic change and innovation is growing at the pace of light, the solutions that work at present, might not work in the future. HR leaders have to be curious about their roles, analyze trends that can be a cause of challenges or opportunities, and actively enquiring, investigating and constantly growing. In an increasingly fast moving culture, those who are active, curious and quick to learn will gain an edge.

2. Risk Taking

HR leaders are have often been considered as less risk takers. This cautious approach will not work for HR leaders well in a culture where safe, known solutions are not likely to be found, and if they are any, they will be used by everyone else, and will fail to give you any competitive edge.

3. Enable not Control

HR leaders who focus less on the control issues , and more on the facilities and opportunities the technology provides will better serve their organizations.
You need to make strong authentic online collaborative effort and feedback and review mechanism inside your organization. This will give you some considerable benefits rather than trying to controlling your employees to not to use social media as a measure of cost cutting.

4. Future Oriented Focus

In the current fast paced digital world, those HR leaders who are future focused will be best prepared to meet the  challenges. Setting up relationships with key talent long before vacancies are open can be good strategy. Talents can be managed and relationships can be fostered with potential candidates, and some investment can be made in potential candidates to make them more enthusiastic about the organization.

HR leaders will have to play a key role in identifying future opportunities, in assessing probable future strategies of  competitors. To nurture this sort of future focus, HR leaders will have to cultivate and maintain good networks to spot which future trends are the most important.

5. Business Motivated

It has been noticed that those HR leaders who are involved in the business, and who understand and participate in strategic business leadership, are more effective in delivering talent and people strategies.

A dedicated focus on the business, competitors, markets, and the external environment will help any HR leader perform better. Firstly they will be more capable of predicting trends which will affect the organization’s talent, and thus they will be able to strategically plan ahead. Also this will ensure that the people and talent strategies will be closely linked to the goals of the organization. Therefore, those with this business focus will establish credibility within the network of senior leaders which will be crucial to apply the engagement strategies that are so important to achieve success in the global knowledge-based world.

1. Understanding Importance of Data and Analytics

In these digital times, companies have a lot of employee data. HR leaders who understand the importance of this data which is helpful to improve the quality of people decisions and contribute to talent strategies will outshine those who look at this only as the result of operations.

As HR leaders are not required to have deep technical knowledge, they will still however, need to understand the power of this data, the treasure that it is, and to make sure that this data is captured and analyzed in the best possible way keeping in mind company decisions and strategy.

Just like how market and customer insights are analyzed to imbue marketing strategies, people and HR data analytics are progressively a dominant benefactor to creating effective HR strategies. HR leaders with strategic & analytical thinking are on the right direction. Likewise they will be depending on the data which is available to answer these questions, hence be better placed for coming up with solutions to future challenges. Digital HR leaders must invest time building pacts with those who have the analytical and technical skills required to understand big data, and to use it to create predictive analytics which identify the HR initiatives helping the business.

1. Transparent Leadership

One of the most important aspect of our Digital Age is Transparency. Consumers and employees alike have access to transparent reviews about any organizations or product through Glassdoor, LinkedIn, Amazon, and a ton of other sites.Transparency and originality is also expected from HR leaders. Conceivably our cognizance of the weight of data and the potential of analytics available today makes us look for signs that those leading us are being original.

For HR leaders, it provides a huge challenge to understand the benefits of the digital age, Yet it is important to keep in mind that while leading in an original and open way it encourages trust and engagement from fellow employees.

1. Human Touch

It is no lie that the scale of technology transformation happening right now is unmatched, the rate at which day to day life is being lived continues to increase. Deloitte’s global human capital trends research shows that more than two-thirds of all organizations thought that their employees were drowning in too many projects, too many meetings and calls, and always-on 24×7 work atmosphere.

It is very clear to most of us that we are living in an age of never ending barrage, leading to information overload coming from all kinds of sources. This severely effects stress levels. In this digital age, HR leaders will need to embrace humanity and human sensitivity to help the organizations balance the digital and the physical world.

1. Negotiation Skills

As a conclusion, HR leaders will need to hone their negotiation and political skills required to obtain the resources to provide best in class HR experience in the digital age. If an organization’s talent is progressively going to provide an aggressive advantage, the strength of the HR team, lies in investing time in learning leadership skills, as well as HR technology and analytics, will all be crucial.

Article Source : Axpert Jobs