Starting and developing a new business or managing a small business is no small feat. Many challenges may arise when attempting to accomplish these tasks. Luckily, today’s rapid technological advances make start-up and management not only simple but also cost-effective. We at Global Human Resources Outsourcing (GHRO) are here today to tell you why outsourcing can benefit your star-up or small business and how to go about outsourcing tasks to maximize benefits.
Why To Outsource
We know that many entrepreneurs and leaders of small businesses consider themselves Renaissance men or women and while we are not here to question your abilities, we are here to tell you that you simply cannot do it all. Although a small team may be able to cover most of the basics, there will still be tasks out of your teams skill set that require advanced knowledge to perform optimally. This is why we advocate outsourcing.
Outsourcing used to be viewed as a tool used only by big businesses for the mundane or minute tasks. However, in today’s climate technology has made connectivity available no matter where your geographical location and thus nearly any task can be outsourced.
How To Outsource
Tasks should not be outsourced just because you don’t feel like completing them. Choose tasks that are essential yet require too much personal time. This allows you to take a step back and focus on the things that will either grow your business or increase revenue.
When choosing a company to work with, make sure they are top quality or outsourcing will only add to your workload. Delegate tasks and let your team know what they are responsible for and what outside help is going to be working on. This will increase productivity and allow important tasks to be completed at optimal levels.
We know that many of you have great ideas that can help push your company in the right direction. You may have shared these ideas with co-workers or even one of your superiors. You want to be hear but you feel as if your ideas are not being seriously considered because you are not the key decision maker. So how do you get that idea to become reality? Today, Global Human Resources Outsourcing (GHRO) shares a few helpful tips on how to gain approval for your ideas.
Sell your idea
- Think of your idea as a product like those that your company offers and sell your idea accordingly.
Pitch your idea as a Critical Success Factor
- According to a study, the number one reasons idea pitch’s get turned down is that they are not key to the stability of the company.
Present you idea to the key decision maker
- Discuss the positives and negatives with co-workers or superiors to gain a third-party perspective but do not hesitate to take your idea to the individual that has the power to put your plan into action.
Own your idea
- Don’t be discouraged by criticism. Take charge of the idea you have come up with an share your point of view, supporting your position with valid and reasonable claims.
The way a boss or leader within an organization acts has changed drastically in the past decade. Management styles have shifted from command-driven to explanation- driven. This shift has facilitated more open communication between leader and subordinate, an increased sense of teamwork and has produced higher productivity levels than ever before. Today we at Global Human Resources Outsourcing (GHRO) share with you a few ways you can revamp your leadership style.
Stop Commanding, Start Explaining
As we mentioned before, there is a shift in leadership styles from command to explanation. When giving instructions to employees, stress the importance of how this task will enhance the company instead of simply assigning tasks. This creates a dialogue in which the employee can ask any questions he/she may have about the task.
Don’t Punish Mistakes
Office culture used to have a strict no mistake policy – one where employees were frightened to show an unsuccessful product to a superior. Instead, let employees learn from mistakes. This will enhance quality of products once you can see what does and does not work moving forward.
The days of forever employment are gone. In today’s economic times leaders should not mislead employees by telling them they are safe if their performance reads like their job description. Encourage employees to take their work to the next level. This creates not only more driven employees but also an increased sense of value in the company for employees.
Times have changed and with the increasing introduction of highly sophisticated technology, so too has the way one innovates changed. Author Holly Finn states that “revision rather than reinvention is the new hallmark of innovation.” In today’s market, innovation is not so much about the creation of a completely new product but the improvement of that product.
Innovation in today’s climate is all about re-inventing the wheel. For example, Sony does not need to create an alternative to the camera, they simply make an improved version of the already innovative digital camera with more megapixels and increased zoom capabilities.
Still not convinced? Let’s consider Apple as one of the ultimate innovators whose process Finn characterizes as “a tweak, not an overhaul”. Audiences are consistently excited when Apple releases a redesigned version of it’s iPod, an updated model of its infamous iPhone or the newly downsized iPad mini.
The takeaway? Don’t spend all your time and money to create the next big thing. Instead, concentrate the majority of your efforts improving current technology in ways that will interest your target audience.
Creating a campaign can be an enormous task but we at Global Human Resources Outsourcing (GHRO) think that managing one can be even more challenging. Today we give you five tips on how to manage a marketing campaign with ease.
1. Take Time to Identify Goals
Don’t just dive into a project headfirst. Take time to establish what your campaign is trying to achieve. Identify your target audience, how you will reach them and in what fashion you will be presenting your message.
2. Understand Your Target Audience
Once you identify your goals and know who you will be aiming your message at, it is time to understand that audience. Take the time to research likes, dislikes, interests and trends that apply to your target audience. Understanding your target audience will allow content creation for your campaign to be much easier to manage. `
3. Set Campaign Milestones
A campaign can be a rather time consuming endeavor and many important details can be over-looked if employees are not held responsible. In order to avoid missing key components of your campaign, set milestones with strict due dates. By implementing this strategy, no detail will be forgotten and campaign elements will flow together naturally.
4. Don’t Leave Team Members in the Dark
Hold weekly or milestone meetings where employees can share what they have done, what they are working on and what they are planning for the future. When all team members are up to date with the goings-on of the campaign, work will not be repetitive or lacking.
5. Measure Success of Campaign
Use tracking and analytics software in order to see how effective your campaign was. This will not only allow you to celebrate the success of your campaign but will also help you to identify areas to focus on in the future.
The Global Human Resources Outsourcing (GHRO) team believes that collaboration is the key to success. In order for successful collaboration to occur all team members must have a complete understanding of both the goals of their organization and the role that each individual must play in order for the organization to be able to reach that goal.
While it is true that familiarity with a certain leader may act as a positive influence on employees, leaving them feeling secure or confident in their boss’ leadership style, it can also lead to decreased efficiency. A recent study found that familiarity could have major disadvantages. Employees tended to feel betrayed or personally offended when leaders were given more responsibility and thus delegated more work to employees. In response, many employees exhibited decreased effort and productivity as their way of showing their feelings toward their leader.
Leaders must be highly aware that employees react differently to direction. If a leader disregards individual reaction, the team may have not only decreased productivity individually but a decreased sense of collaboration as well. If a leader is conscious of these differences when giving direction, they will be able to avoid a diminished sense of teamwork and be able to carry out projects at an increased rate of speed and effectiveness.
In order to keep efficiency at peak levels, leaders must gain trust in employees and remain objective when providing feedback on employees work. The same applies when new members of the team are brought in. Efficiency levels will remain consistent when leaders exhibit unchanging behavior, regardless of responsibility levels, in order to maintain trust with all employees.
When a team has trust in its leader it can work at an efficient level. This efficiency allows the team to collaborate at the highest possible level and therefore accomplish the goals of the organization.
The Global Human Resources Outsourcing (GHRO) team has been following the HR Technology Conference 2012, which concluded last week with some key takeaways:
HR’s present strategic opportunity is to drive the adoption of consumerized social technologies to boost productivity, improve communication, and foster greater collaboration both within and between departments.
The play for HR is to team with IT in a role analogous to what IT Business Analysts do – assess needs, research solutions and implement new technologies enterprise-wide. In short, HR needs to don a Business Analyst hat of its own.
These insights come courtesy of Software Advice columnist Kyle Lagunas in his in-depth article “Thoughts from HR Tech 2012: Upgrading HR’s Role in Enterprise 2.0.”
Lagunas observes that consumer technologies are rapidly changing the way we work.
In HR, social and mobile technologies have proven to be powerful tools for sourcing and recruiting talent. And newer tools that leverage social consumer technologies–like Yammer for collaboration, and Work.com (formerly Rypple) for performance management–have the potential for facilitating a more actively engaged workforce.
At the HR Technology Conference 2012, these next generation tools were the focus of numerous sessions and conversations. But many attendees wondered, “Who takes ownership of these tools?
“As I see it,” writes Lagunas, “these tools present HR with an interesting opportunity to upgrade its role in Enterprise 2.0 – from traditionally tactical administration to tech-savvy strategic function.
It’s Time to Upgrade HR
HR departments fighting for a seat at the table aren’t doing themselves any favors by resisting innovation in workplace technology. There are bound to be hiccups when opening channels for employees to exchange ideas and information in real-time. But managers will be surprised at how infrequently these things occur.
The greater risk with these types of tools is that heavy-handed moderation can have a direct impact on a company’s investment in these technologies. If HR can focus on strategies to maximize return on investment, rather than policing use, they could position themselves as a major contributor in the social enterprise.
Do you have a social media policy for your workplace? Or, if you do, is it properly enforced?
If not, the Global Human Resources Outsourcing (GHRO) team thinks that you need to understand how preventing workers from accessing social media on the job is only getting harder.
Three-out-of-every-four employees are accessing social media on their personal devices once a day, with 60 percent saying they check multiple times per day.
But only 43 percent of those same staff members work for companies that allow social media access.
That’s according to the new Social Media and Workplace 2012 Report, courtesy of SilkRoad.
“Social Media & Workplace Collaboration — 2012 Latest Practices, Key Findings, Hottest Topics” confirms what many HR pros already know: Employees are going to use social media at work, whether you approve of it or not.
That doesn’t mean you should ditch your social media policy, though. What it means is that firms might be better off crafting a forward-thinking social media policy than one that completely forbids social media use.
And, if you can figure out a way to get those workers involved in your own in-house social media efforts, all the better.
Here are a few more of the key findings from the research:
- Companies’ efforts to guide employee use of social technology are mixed: Only 23 percent of workers received a specific social media policy from their employer, and the same percentage reported having no policy at all. Just 17 percent were issued informal guidelines, and less than 10 percent received social media training.
- Twitter is the most popular social media site accessed at work: 70 percent use Twitter and 65 percent use Facebook, while only 19 percent use corporate intranets.
- Virtually no employers are asking for social media passwords: Despite the media and political buzz around the topic, 97 percent of respondents said that their employer or potential employer had not yet asked employees for social media passwords.
- Employees use personal mobile devices frequently during work hours to access social media: 60 percent check social media multiple times throughout the day on their mobile devices, and 75 percent say they check it at least once a day or more.
- Interacting with co-workers was the primary motivator for social media engagement at work: 49 percent of respondents said that connecting with co-workers was the top reason to use social media while at work. The second and third most popular reasons were connecting with others on a fun social platform (47 percent) followed by connecting with customers (44 percent).
“Companies can no longer ignore social tools, nor the ways that their employees use them to share and access information,” said W. Edward Vesely, chief marketing officer of SilkRoad, in comments from the executive summary.
He added: “These new technologies can be used to create business value, share information, engage employees — and even create dialogue with customers and prospects.”
HROToday.com has published an insightful article on the importance of data analytics in the recruitment industry. The Global Human Resources Outsourcing (GHRO) team thought we’d share the article by author Michael Housman titled “Data for Dollars: Analytics can help determine the value of your workforce.”
Recruiting is big business. U.S. employers collectively spend nearly $124 billion a year on recruiting, and almost $6 trillion on payroll. With that level of spending, small improvements in outcomes can easily be worth billions or tens of billions of dollars.
Yet recruiting has largely been an unmeasured process, wherein recruiters screen candidates by their own criteria, including work experience and academic achievement—historically poor predictors of candidate quality. Once hired, systems are seldom in place to measure or track quality of hire in order to continuously improve the recruiting process.
With quality of workforce becoming increasingly critical as a differentiator and a source of competitive advantage, HR professionals must ensure they deliver the best candidates for the money. The most sure-fire way to do this is by using a data-driven approach that leverages quantitative metrics to measure, analyze, create, and sustain a more productive workforce.
New technologies and rapidly advancing analytics are changing the nature of the contribution that HR can make to an organization. These advances enable companies to predict employee performance, engagement, and retention as a function of various inputs. By doing so, HR is able to quantify the quality of the hourly workforce, then deliver insight and drive action to improve the recruiting process and overall workforce performance. With quantitative metrics and a focus on the strategic impact of a more productive workforce, the recruiting function is sure to become one of the key drivers of organizational success.
HRO Today’s article offers these (and more) insights:
- Data Analysis Matters – The amount of money that can be saved for an organization through the use of data analytics is immense. Small changes on the margin that result in sales or productivity increases of just a few percentage points can be worth significant amounts of money.
- Becoming Data-Driven – Once companies grasp how to use data and analytics to better understand their workforces, they can take a deeper dive into analytics to gain insight into all aspects of their recruiting process, and to drive further changes and improvements.
Taking the Analytics Plunge – Use data to optimize sourcing decisions and budgets, evaluate the effectiveness of recruiters, and understand your applicant shelf life.
Workforce Management has published its annual Hot List of top HR providers, products and services that help keep businesses up to date, on track and focused on what matters most—its people. The listing features some of the most innovative companies in the human capital solutions business.
The top five vendor packages on the Workforce Hot List are:
- ADP – HR/Benefits Solution, RightThingRecruit, SourcePoint, VirtualEdge, WorkforceNow
- Ascentis – Ascentis Recruiting
- Bond International Software – Bond Adapt
- General Information Services – Pangea Human Capital Solutions
- HR Services, Inc. – myStaffingPro
The Hot List inspired the Global Human Resources Outsourcing (GHRO) team to take a look at the latest developments in Human Resource Information System (HRIS) solutions.
An HRIS fits into a category of business software that helps organizations track employee data such as name, position, hire date, manager and salary. HRIS software helps control the data entry, data tracking, and data information needs of the HR, payroll, management and accounting functions within a business.
HRIS software is normally packaged as a data base, but because hundreds of companies sell some form of HRIS, every system has different capabilities. Pick your HRIS carefully based on the capabilities you need in your company.
Costs drop in the Cloud
The introduction of scalable software-as-a-service (SaaS) HRIS tools in recent years has made it easier for smaller firms to implement HR systems without draining their IT budgets. The market has changed dramatically, and there are a lot more options for small companies today than there were five years ago.
The interest by smaller companies in HRIS tools is part of a broader uptick in the HR technology market. Nearly a third (31 percent) of companies plan to increase their spending on HR software in the coming year, shows a Towers Watson survey of 628 global organizations released in August.
The top three areas of investment include:
- Rolling out additional functionality from existing vendors
- Upgrading HR management systems
- Expanding existing self-service functions.
They are making these investments because they believe they will create greater efficiency, encourage collaboration, improve quality and lower costs.
Beyond the core costs of owning and operating technology, it seems that not only is HR technology seen as “needed to play,” but also that organizations recognize that investment in it is needed for them to remain current, expand capabilities and continue to improve operations.
There are limitations, though, to entry-level HRIS products. SaaS tools are configurable but not customizable, meaning they have some flexibility but cannot be tailored completely to match all unique business methods. So companies need to choose a tool that either accommodates their existing processes, or be willing to adapt their processes to work with the tool.