Tag: HR training

18 Apr 2022
HR training

Can HR training help in doing a belonging audit?

Companies are today very much concerned about retaining employees.

Hence HR training is crucial for this purpose so that employees can be taught about the importance of diversity, equity and inclusion.

What is a Belonging Audit?

The Belonging Audit measures how much employees feel valued in a company. If they don’t, they are looking for better job opportunities and will quit as they find one. When an employee feels like he is a part of an organization because his viewpoint is valued, he brings his opinions to the table, leading to better productivity. For example, it happens with women leaders in senior management roles, who tend to quit because their ideas don’t matter. They have had the opportunity to progress in the company, but most people don’t think they deserve that role and often don’t take their work and opinions seriously. The group has a herd mentality, which often includes not taking women in top positions seriously.

Therefore, an organization needs to conduct a belonging audit to know whether employees feel included or not. Hence this kind of audit surveys employees to know their feedback on whether they feel “included” or not. So, this survey involves interviewing the employees to get their feedback. There have been statistical proof that a feeling of belonging in your workplace decreases employees’ sick days. These are the reason why employees don’t feel they belong in a company:

  • Populist culture: The reason why belonging has taken such an important role is that there is a populist culture emerging in countries, which has led to social frustration among people. So they want to find a sense of satisfaction at their workplaces where they don’t want to feel excluded because of their different ethnicities. This increasing agitation among people has been concluded in a survey involving 6 countries by World Economic Forum. There has been a rise in populism in countries such as the US, where it is believed that there is a difference of interests between the elite and the common people and the former refers to the wealthier sections of the society, including those serving the government. So, the commoners are devoid of many rights. The populists want to help people in general, “the small fry” who are not happy with globalization and immigration. The populists want such people to benefit from the same rights given to the elites.
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  • Remote workers:
  • Apart from this reason, another reason is that more and more workers are now working remotely. There has been an increase in this percentage in the US since 2005. Since this year, there has been a rise in such people in the US by 173%. Workers who work from home feel disconnected because they don’t talk to their colleagues, at least not daily, and are not part of any official events. Such workers feel excluded and don’t feel that they are a part of a company. The HR training can make the human resource professionals conduct a belonging audit properly and execute the necessary changes.

It’s the job of the HRs to ensure that the senior leaders are willing to make the necessary alterations. If they don’t think that changes are a requisite, conducting a belonging audit is a waste of time. The minorities who feel excluded in a company feel further hurt by no changes and the situation exacerbates.

How should HR conduct a belonging audit?

  1. Conduct the survey
  2. The HR training can ensure that they are accomplished to conduct such an audit. So, they can arrange listening sessions with employees and listen to their woes. Once that is done, they can plan some steps through these insights to bring a transformation in the organization’s culture.

    The HR has to conduct this survey because they are supposed to manage the human resources. But the employees might already be fed up with such surveys because previously, no action was taken. Hence it’s the HR’s job to convince them that the survey will yield positive results.

    The employees might also feel that their perception about things will be revealed to others and they will be reprimanded for it. HR’s job is to convince them that their opinions will be kept anonymous. The employees must feel that this survey is being conducted because of the leaders’ willingness. Hence, the introductory email must contain a note from them as to why everyone should partake.

  3. Develop the survey questions
  4. The HR training can also include learning how to develop such questionnaires so that employees feel that their viewpoints are important. HR professionals can include questions from survey banks, but they can also include customized open-ended questions such as the behavior found objectionable by employees. If they have seen such behavior in the organization with others or themselves, which has left them feeling agonized or embarrassed, they should answer it. If their work in the office means letting go of their moral values, they should talk about it. So, the survey’s questions should seek blatant responses from employees. If some incident has left them feeling excluded or ignored in the company, they should report it in the belonging audit. If the employees feel lonely because no one talks to them, then address such problems in the survey.

  5. Analyze the survey results

Again, HR’s job is to do the data analysis, which isn’t an easy task. The HR’s job is to see which ethnicities feel they are often ignored the most. So, such people have the least belonging to the organization. Employees in some functions/departments in the company also feel marginalized during work, like they are not included in projects or critical decision-making. Are employees’ well-being affected by this sidelining and causing low belonging levels?

Three drivers of belonging: comfort, connection and contribution

There are three drivers of belonging Comfort, which is the 1st one that means whether employees can be real at the workplace. The 2nd one is Connection which implies that employees must interact with their teams and should be able to discuss their professional and personal problems with them. The companies are creating business resource groups for this purpose so that employees can connect with someone having the same religious background or ethnicity or any other commonality. But Contribution is the most significant contributor to the feeling of belonging in an employee who is acknowledged for his work and his goals are in sync with the company’s goals.

Hence there should be a meaningful discussion to attain a common outcome. And when such debates when, there is a beneficial exchange of ideas because everybody gets to know the merits and demerits of an employee’s plan of action to solve a problem.

HR training can ensure that they can create an organizational culture that includes all the three factors of comfort, contribution and connection so that employees feel belonged. They must be allowed to dress and behave the way they want, have team conversations, share their opinions and get feedback from superiors about how they are creating a foundation for a better future for the company through their work.

This is how companies can foster a culture of belonging by ensuring that employees feel that they are contributing something.

 

 

10 Jan 2022
HR training

Do companies require HR training or not?

Companies all over the world are supporting employee growth because it’s mandatory for them to get ahead.

Thus, companies are now investing in Human Resource Management Software so that they can help the employees in learning skills. Companies have to do so. Otherwise, they face problems when the employees leave their jobs because they are unable to cope with the demand for skills.

The job market might be tough but, indeed, the employed are now seeking job opportunities and when they are unable to cope up with current jobs they are more prone to do so. The companies which employ Skill Management Software tend to benefit so much because employees can be tracked for skill progression. The company can track what kind of skills its employees have, through such software, and ensure that employees are trained. Such software helps in skill mapping, through which a company gets to know how employees can be trained for the skills required because the software displays the current skills of employees.

A company can opt for free Skill Management Software and paid ones too. The managers who want to add better-performing employees’ to the team can use this software for further training of current employees.

Hence, the companies require proper HR training so that the latter can analyze the skill requirements for a project through a skill management software.

This kind of training can help HR in recruiting for a project because they can decide how they can bridge the gap in project-specific skills by hiring new employees or by training the existing ones.

Why a company needs Employee Training Management Software or an LMS:

Skills mapping

The companies must use the Skill Management Software for skills mapping, to ensure that employees who have the requisite skills are trained for skills upgrading.

Skills mapping ensures that companies can train employees by segregating them into different groups as per their skills. They can create a skill matrix specific in terms of skills needed for a project. So, the skill matrix requires mapping of employees to the skills they have and which employee is skilled in terms of being not at all competent, having low competence, 50% competence, high competence, or an expert. So if the project requires an employee with programming skills, but the company does not have an expert in this job, then the HR can plan for training those with high competence in this domain.

The HR needs to be trained for constructing such skill matrices. It should take in-depth advice about employee skill-based competency from various sources, such as their managers. Then, they are trained as per the possibilities the management sees for them.

The employees can be further grouped into whether they require training in soft or hard skills. But the employee should be chosen as per their interest in learning a certain skill. If an employee is not interested in grasping a particular skill, he can’t be selected for training.

The companies can also assess the improved skill set of employees because they can diagnose whether the capabilities have improved if they have attained a certification after clearing a test. When the employees can’t pass a test, they are not given certification through the Employee Training Management System.

Easing the burden of HR

The HR training has taken an important place now because they are busy with the enrollment i.e. taking interviews. They can’t all the time take the responsibility of evaluating employees whether they are apt for certain projects or not. That’s where an employee training management system is useful because it helps them select employees critical for training as it does skill mapping.

The HR professionals just need to feed the required skills for a project and the skills of existing employees by feedback gained from their managers and the former’s completed certifications. Once an employee gets shortlisted by the software, he is scheduled for a project and the HR confirms his availability.

If the latter is not available, then someone else is selected and scheduled for training. This software also prepares the budget for training and the HR gets approval from the finance managers of the company.

Selecting the right talent for a project

The business can also suffer when the apt employees are not chosen for a certain job because their existing skills were not mapped with the project requirements. They take longer than the required time for a project, causing damage to the company’s reputation. So, when the HR employees have done some skill mapping, and send the sheets to the manager, they can assess whether further training or new hires are needed for a certain project.

The Employee Management System helps the managers in selecting employees who need to be trained and the courses for them. If a company is not training HR employees to use employee training software, then they have to use a vague trial and error method to know which employees are suitable for a job. This method is not accurate because no information has been used to gauge the skills of an employee. Using an employee talent system is necessary because the talent can be shifted from one site to another. After all, information about the skill set worldwide is available on the cloud. If training is needed, then resources can also be allocated to employees through such a system.

 

 

 

 

17 May 2021
HR training

How to have adequate HR training programs in these times?

The HR training process has changed rapidly in the last 2 years due to the emergence of the Covid-19 pandemic.

These professionals need to be trained on how to retain employees from those who have been hired. So, you might be keen on hiring, but you need to be cautious. It’s because the pandemic has led to a shortage of cash in many companies, so they can’t hire many resources at once.

Now, HR should instead concentrate on the best performers in the company and make sure that they don’t resign under any circumstances.

You can always hire more when you have more resources with you in the future.

The HR training programs need to make sure that they cover all the loopholes in training. It’s necessary to simplify recruitment training programs because the accounting department can’t handle so much training due to financial issues. You must focus on the core competencies for HR which are needed by the company at the moment. So, the e-learning vendor must focus on individual training topics. 

These are the following mistakes committed by companies while launching their HR training programs:

  • Having too tight a deadline: 

There can be over-expenditure on the HR training program and you should be prepared for it.

It’s better that you set a relaxed deadline so that you can commit more resources if required. With the right kind of deadline, you might be able to expend additional resources.

When you have limited time for the development of HR training programs with a tight deadline, you might not be left with some extra time for changes in the content of such programs. You can have problems with such a deadline if the program trainers take time to grasp the new training software.

  • To outsource or not to outsource:

There can also be problems when the HR training is not outsourced. Although companies might take such a decision to save money, it can cause problems. It’s better to count the advantages and disadvantages of using internal or external resources before you decide on any option. You have to take into account the advantages of any such alternative on your employee’s productivity and your profits.

Apart from getting new courses prepared, you can also get already available courses. Such pre-built courses can be tailor-made with the help of other vendors known as white labeling. There are resources like multimedia specialists with vendors who can help amend such courses. The time taken for modifying courses is much less rather than building a completely different course.

  • Offer short modules:

Although HR training courses are an important part of your company’s growth strategy especially when the times are so hard, you should know, how these employees learn.

HR professionals don’t have much time for going through long modules and grasping information. So, it’s better to give them short modules such as microlearning which they can access at convenient times. Such modules can be about topics like how they should evaluate applicants for a job for remote work.

  • Include employees in the development:

HR employees should be included in the training process. This implies they should be asked for their input in the development process of such training programs. You can only prepare the best HR training programs in this way. You should also ask for their knowledge transfer so that they feel encouraged to sign up for the course knowing they have contributed to it.

So, by following such tips, the companies can develop efficient HR training programs.

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He was a German psychologist who is known for discovering the forgetting curve. According to this curve, the biggest decline in memory happens within 20 minutes, and then 1 hour.