Human Resources Functions: Guidelines to Motivate Your Employees

With the tough economic conditions we are experiencing right now, it may become harder to motivate employees to carry out the tasks they have been assigned to do. Human resources San Antonio functions are vital in this type of situation. You may have become aware that there are a lot more people keeping their heads down and performing the best they can in the hope they will stay clear of the cutting block if staff need to be let go. On the other hand, the unconstructive motivating tool of intimidation will never go beyond a basic level and also create bad team morale.

So what can you do, if you would like your company to truly achieve something?

Here are some motivational tips and guidelines to help employees perform their best in their work and for their company.

Acknowledge their special day. We’ve all seen those television shows where employers are hosting huge company parties. Well, you don’t really have to be that lavish. But simply acknowledging or recognizing employees’ achievements, such as End of Financial Year, quarterly targets, or big one-off deadlines can really boost your team’s motivation. On the other hand, acknowledging individual milestones, such as birthdays or weddings, will show that the company thinks highly of its people. An employee who feels cared for by the company will most likely perform better to give back that feeling.

Provide employees time to do what they want. We all know the term “burn out”. It’s a simple fact that people need some downtime so they perform better in high-pressure situations. Most employees are compensated to show up to the office to perform the work they are hired to do. Though the majority of an employee’s time should be used upon the tasks that they are compensated to do, many companies are now giving their employees some time to work on other projects that are not company associated. Google is a great example of this kind of motivational approach. They permit their employees 20% of their time at work to work on individual projects that may or may not contribute to the company’s success in the long-term. This approach fosters innovation and increases motivation and loyalty

For Google, executing such a human resources functions policy has paid many rewards for the company – many of the company’s most remarkable features are a product of their employees’ experimentation with new ideas throughout the 20% of the week they are not focused on their day job.

Give employees permission to space out. A study performed by the University of Melbourne, Australia explains that employees who log on to Facebook or Twitter at some point during the day are more dynamic employees. Giving employees a chance to redirect their concentration to things other than work for 10-15 minutes lets them to take a break from the task at hand and an opportunity to refocus their thoughts. This motivation lightens the mind of an employee and gives them a feeling of relief from their usual tasks.

Reward employees for outstanding work performance. The reward is one of the best ways of San Antonio human resources functions to motivate employees. Rewards can come in an assortment from extrinsic, material rewards (for example extra compensation, material gits, or gift vouchers) to essential rewards such as helping a hard worker feel better about themselves by admiring them for a job well done. They will feel valued and be motivated to do more by this encouragement.

Solutions have over 12 years of experience in human resource management, working as an outsourced HR department for Australian and international SMEs looking to start a new company in Australia. Aside from human resource planning, End2End Business Solutions is also involved in building and transitioning businesses effectively by establishing vital human resources functions. Find out more information on human resources functions.

Some Benefits You Can Gain by Deploying Human Resource Software

By deploying human resource software to manage your organization’s human resource management needs, you can gain a number of benefits. While some of these are tangible and allow you to see a clear return on investment, some are intangible that you cannot accurately measure. The Human Resource Management (HRM) function of any organization has manifold responsibilities, ranging from so mundane a task like having to maintain accurate records of all the employees to dynamic activities like employee engagement campaigns and training programs.

Managing them all seamlessly is very hard if you still use manual practices. In today’s technology-driven world, there are many solutions available that can help you with the automation of your HR business process and improve both efficiency and productivity of the entire organization.

Here are some of the many benefits you can gain by deploying an online human resource software solution:

Cost savings: Some organizations look at the initial costs that are associated with an online HR0 solutions and balk at implementing it. Remember the point about tangible and intangible benefits before? This solution can show a quick ROI and even save more money for you in the future. You will see a significant increase in the efficiency and productivity of your HRM team. You will also see a marked improvement in employee engagement. By automating several tasks, you can even run your entire organization’s HR with a small skeleton staff.

Optimal utilization of resources: Not all employees have the same workload all the time. Sometimes, some employees have a light workload and once they are done with the work, they have just wasted resources for the organization. However, if you use this software, there is a way to utilize such resources and not let them go to waste. When an employee’s profile is created in the software application, the complete skill set of the employee is listed along with other details. These include their primary skillset as well as secondary skill sets. They can also list their interests and other areas they want to learn and grow.

For example, say there is an employee who has a primary skillset of an SEO professional and lists content writing as his secondary skill and social media marketing as an area of interest. If the writing team or the marketing team is facing any shortage of manpower, they could invite this employee to bridge the short-term gap whenever he has any time. All this can happen in a matter of minutes and everyone is happy.

Organization-wide information sharing: One of the biggest pain points for employees is their not knowing anything about their colleagues. This even hampers their professional relationships. Imagine having to work with someone whom you have never met or don’t even know about. If you wanted to call someone, you wouldn’t even know their extension number. As mentioned in the earlier point, an employee’s profile is created as soon as he or she joins the organization and all the important details are posted for other employees to see. Everyone now can access employee-specific information that has been provided by the employee himself or herself.