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Archive for the ‘HR Administration’ Category

Employment Laws and Helpful Links Based on Number of Employees

August 2, 2013 Leave a comment

Not sure what employment laws your company needs to comply with?  Check out this easy reference list with links to more resources.   Employment Laws & Links Based on Number of Employees

Curbing Employee Gossip, What’s a Manager to Do?

July 26, 2013 Leave a comment

Casual gossip is natural in the culture of many companies and, for as long as there has been interactive communication gossip can exist.  As an employer you may have to deal with gossip, but there are measures you can take to curb employee gossip.

More severe gossip involves vicious rumors that can create ill will among co-workers and disrupts the workforce. Gossip has rarely been recognized as a form of flattery, and in most cases lacks any real validity. It can cause irreversible damage and possibly get people into some serious trouble. When individuals assume to know and then discuss private affairs of others, they Read more…

7 Tips that Make a Bigger Impact as an Administrative Assistant

July 5, 2013 Leave a comment

It is no secret that the recession had forced many companies to work with a much smaller team. This is where your administrative support comes into play. Administrative professionals can help in all areas of the workplace such as identifying money saving techniques and helping understand today’s technology to better improve business efficiencies.   According to a survey conducted by the International Association of Administrative Professionals, more than 4,400 administrative professionals and 500 managers want the opportunity to expand their responsibilities and amplify their abilities. Here are some tips on how to do just that!

1. Empower yourself to serve as a spending guard dog. Identify costly wastefulness (where do YOU see it happening most often.)
2. Do not be afraid to offer help in negotiating with certain vendors. A fresh pair of eyes and ears never hurt anyone.
3. Give yourself the upper hand by knowing the in’s and out’s of today’s technology. The more technical training you have as an administrative assistant the more your entire company will benefit.
Read more…

3 Simple ways to combat retention issues.

May 9, 2013 Leave a comment

Sometimes we just need to look at some basics to combat retention issues. These items below provide a solid start.

1. Are you hiring the most qualified candidates or the best fit to the organizations culture? Focus on making sure that the individuals you are hiring are not only a good match for the job skills and knowledge required, but also for the work environment, company culture and more importantly their own strengths and areas of interest.

2. Strategize. Your strategy to improve retention should examine whether or not new employees are:

o fully orientated to the company as well as their position,
o receiving effective on-boarding information,
Read more…

Not another Meeting!! Making Meetings Engaging and Effective

April 12, 2013 Leave a comment

If you are like many leaders, your daily schedules are crammed so full of meetings, commitments and your life that you rarely have the luxury to sit down, relax and plan thoughtfully. However, being prepared will give you an edge in conducting effective meetings for your organization and ensure that they are kept to an efficient timeframe!

Before the Meeting:

1. Meetings should be scheduled regularly and at the same time & place if possible. This helps to create a sense of habit within your organization. If everyone knows that staff meeting is on the second Thursday of every month, then there’s no reason for people to be schedule themselves for anything else. It also assists in time management for you as well as being considerate of their time as well.

2. Identify the purpose(s) of the meeting. What is the real reason you are meeting? Is it to brainstorm, cross-communicate, provide instruction, or simply give new information? It may also be a combination of one or more of these things.

3. Develop an agenda to meet the purpose(s) determined and establish a specific timeframe for each. Be ready to stick to both Read more…

Conducting an Engaging and Effective Meeting through Meeting Roles

April 1, 2013 2 comments

Every meeting participant has a role to play to ensure a meetings effectiveness. Below are some tried and true roles that help to ensure your meetings are not only engaging and effective but also give employees a chance to assume some leadership responsibility for the meeting. This creates both an engaging and efficient meeting.

Facilitator:

• Prepares the agenda
• Removes or adds items based on time constraints
• Determines the need for decision making regarding items in the agenda
• Validates decisions where necessary
• They are also a meeting Participant

Workshop Interaction Pic iStock_000016430947SmallModerator:

• The role of the Moderator is to determine the process to be used to reach the objectives of the meeting
• Asks for input for agenda items, and put together the agenda
• Distributes the agenda
• Keeps the meeting focused on topics being discussed
Read more…

What can we do to reduce high turnover rates?

April 1, 2013 1 comment

Trend analysis needs to be conducted. It’s great that you may be taking time to get an exit interview performed but are you tracking the results. reduce turnoverA recent  post can help Exit interviews show top 10 reasons why employees quit.

Some of the main factors that influence an employee’s decision to stay or leave their job is the quality of the relationship with their supervisor or manager, amount of meaningful work, the feeling of making a difference, and the level of cooperation with coworkers. It is our responsibility as managers to see that our associates have the opportunity for growth and advancement, see the culture we talk about in their daily work environments among other things. All of these components add to the reasons why we must improve our retention tactics and uncover the reasons why employees are leaving their positions.

As a company conduct internal Engagement Surveys to understand why employees leave or stay, improve your selection process, increase the lines of open communication, expand and improve training and development opportunities, and conduct as well as track/trend exit interviews. These are excellent and enlightening ways to help uncover the reasons why you are having an increase in turnover and discovering the controllable variables.

The bottom line: when retention is above average, customer satisfaction, productivity and profitability tend to be above average.