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Employee Performance Appraisals In 2013 And Beyond A well designed and implemented performance management system, using Entrepreneurial HR practices can help take the stress out of employee appraisals, and make old style staff evaluations thing of the past in most organizations. Performance management encompasses many variables, including performance appraisal, organizational benchmarks, systems and processes, resources, sharing of the organization’s performance result...s with all stakeholders. When it comes to Performance Management, communication is a very critical piece of the puzzle for running successful projects. The appropriate generation, collection, storage and distribution of project information. During the project planning phase, it requires determining the information and communication needs of stakeholders, during execution it is about distributing the information in a timely manner, doing status reporting and progress measurement, during closure it is about gathering information to formalize project completion. Project communication as a best practice it needs to be applied in a regular, consistent manner throughout the life cycle of a project, from initiation, to planning, during execution, controlling and closing, keeping all stakeholders informed, and giving them the re-assurance that the project is on track to achieve the set objectives. Project communication in 4 simple steps: 1. Who needs what project information, When do they need it, How will the information be given, by whom? Documenting which information will be written, which will be oral (progress meetings, presentations), whether it is formal or informal. How will information be stored and distributed. The communications is part of the overall project plan and can be as simple or detailed communications plan depending on the size and complexity of the project. 2. making information available to project stakeholders in a timely manner, Specifying how the information will be stored, shared and exchanged (written, oral, internal, external, formal and informal, etc) 3. providing stakeholders with information about status, progress and forecasting, including scope, schedule, cost and quality, as well as on risk and procurement where applicable. 4. project results are reviewed and documented, success is analyzed, and where lessons learned are discussed and Return-on-Investment (ROI) is determined, and all contributors to the project are acknowledged formally, this can help take the stress out of employee performance appraisals, all team members are given the chance to clearly see their individual contribution to the project completion. See more

The Growing Smart Phone Usage In The Workplace In 2013 The growing smartphone base combined with huge sales of media tablets is forcing a reassessment of the client platform and IT best practices, and the available support. Controlling burgeoning costs driven by device heterogeneity and bring-your-own-device (BYOD) models, while maintaining agility, is imperative. Research conducted to assess the impact of the tremendous growth in media tablets and other mobile devices facto...Continue reading

Human Capital: The Most Important Asset In Every Organization In classical economic theory there are three types of resources or inputs used in the production of goods and services: land, capital, and labour. Labour, or human capital, refers to the collective sum of the attributes, ability, skill, experience, knowledge, and commitment that employees choose to invest in their work. This intangible asset comprises the knowledge, education, vocational qualifications, professiona...l certifications, work-related experience, and competence of an organization’s employees. The demands for continuous change, make innovation, adaptability, speed and efficiency essential features of the business landscape today. The strategic importance of intellectual capital and other intangible assets have increased substantially. While these assets are largely invisible the sources are not. They are found in the firm’s employees, from the perspective of Entrepreneurial HR Practicioners, employees are seen as a major capital resource that requires investment. Employees are of value to the organization to the extent that they work toward accomplishing organizational objectives. Costs incurred in training, motivating, compensating, and monitoring employees can be viewed as investments in the human capital, just as the purchase and maintenance of equipment is an investment in the capital of the firm. The advantages of an organization with effective HR practices may come not from having better resources but from making better use of these resources by achieving higher productivity per worker and by matching the capabilities of employees with the corporate strategic vision and mission. Entrpreneurial HR practises help foster an organization’s ability to execute this strategy. The HR strategy must match the business strategy. But first, let us try to understand what we mean by Entrepreneurial HR strategy. A more traditional perspective of the HR planning concept implied that the organization concerned only with possible problems of labour surpluses and shortages. The goal is to determine the knowledge, skills, and abilities (KSAs). So much emphasis is placed on the statistical techniques for analyzing the human resource supply and demand forecasting while ignoring the apparent link between planning and strategy. Organizational growth through the introduction of innovative products and services requires employees with the right skill set, including motivational resources and empowerment, to ensure a good return on investment (ROI). See more

Rewarding Hard Working Employees The best reward system for any organization is determined by the managerial strategy, and it is important to understand the factors that determine the most appropriate managerial strategy. The five Key factors, the environment, corporate strategy, technology, size of the organization, and the skill level of the workforce. In some cases, an organization may have a mixed set of structure dimensions withno definite managerial strategy, because of... the organizational structure, and also could be driven by the need to respond to the demands for changes in a dynamic business environment. All three managerial strategies can be effective if used in the right context. The key need is to have a process for identifying new opportunities and the right process for managing change. The most effective compensation system for a given organization is the one that adds the most value to the organization, after considering the total cost. Developing a strategic framework for compensation can be used as a tool for designing effective reward and compensation system for the organization. Most Workers are paid hourly wages or salaries, with their salary level based on the number of years on the job. Other rewards, such as pay-for-knowledge system, benefits package, gain-sharing bonuses based on team productivity, and profit-sharing bonuses based on company performance. The same compensation system that is a success in one can be a failure in another, so flexibility and ‘out of the box’ thinking is required to create the best reward system specific to the organization, based on the vision, mission and objectives, that can keep the organization steps ahead of thecompetition, and motivating all employees to give their best to the organization to make it successful. See more

BYOD Employee Innovation In The Workplace Millions of consumers, many of whom are also employees are purchasing advanced mobile devices such as smartphones and tablets for their personal use, and then loading them with applications to help manage their lives better. These powerful devices have intuitive user interfaces, come equipped with two-way cameras for video conferencing, and can access hundreds of thousands of applications not only for personal uses and entertainment...Continue reading