In preparation for an upcoming conference entitled "Strategic HR 2020," the question asked was "What is Strategic HR?" The GOHR! Team got to work, and this is what we came up with!-- Created using PowToon -- Free sign up at http://www.powtoon.com/ . Make your own animated videos and animated presentations for free. PowToon is a free tool that allows you to develop cool animated clips and animated presentations for your website, office meeting, sales pitch, nonprofit fundraiser, product launch, video resume, or anything else you could use an animated explainer video. PowToon's animation templates help you create animated presentations and animated explainer videos from scratch. Anyone can produce awesome animations quickly with PowToon, without the cost or hassle other professional animation services require.
Views: 54102 Leanne Schultz
To buy your copy of 'Human Resource Management', click here: http://bit.ly/1iUs4Bo
Views: 85667 Pearson India
08 common Interview question and answers - Job Interview Skills 1. "Tell me a little about yourself." You should take this opportunity to show your communication skills by speaking clearly and concisely in an organized manner. Because there is no right or wrong answer for this question, it is important to appear friendly. 2. "What are your strengths?" This is a popular interview question. They want to know what you think of yourself. Although this is a general question, there is a wrong and right answer. The wrong answer is a generic answer saying you are organized and friendly. Although it will not hurt you during the interview, it will certainly not help you either. Answer this question based on the type of job you are applying for. 3. "What are your weaknesses?" For this answer, you should display a weakness that can be seen as a strength. There are many types of answers that will work. Some answers will be good answers for certain jobs, while the same answer will be a bad answer for a different job. Select an answer that will work for the position you are applying for. 4. "Where do you see yourself in five years?" This question primarily depends on where you are in your career. A person with 5 years of experience will have different goals than a person with no work experience.This question is asked to see how serious a candidate is about his or her career. Some people might not know their goals, and some people might have goals of becoming rich and retiring early. Those are incorrect answers for this question. The type of answer you want to give is an ambitious answer that shows you really love your career. A good interviewer will read between the lines and find out if a person is going to be a hard worker or just a mediocre one. Being descriptive and shooting for a big goal is something interviewers want to hear. 5. "What do you know about our company?" A typical job interview question, asked to find out how much company research you have conducted, is "What do you know about this company?" Prepare in advance, and in a word, research, so you can provide relevant and current information about your prospective employer to the interviewer. 6. "Are you good at dealing with change?" Dealing with change is common in the work place. A simple yes will not be sufficient to impress the interviewer. This is another type of question where everyone will have similar answers. Of course everyone is going to claim being excellent dealing with change. You got to communicate that you are really good at dealing with change. 7. "Do you work well under pressure?" In most cases, the best answer to this question is answering yes. Working well under pressure is a good trait to have. However, I think if you answer that you work the same with pressure and without pressure, the interviewer will be more impressed. However, you will need to explain in words why this is better. 8. "How do you make important decisions?" There are many ways to answer this question, and if you have a reasonable method of making decisions, it will probably be sufficient. One answer I thought of included not being afraid of asking your manager. You can follow up by saying even the best needs mentoring, and you always want to improve. So basically, this could work as an answer, but depending on the job, you might have a better shot with an answer like my example.
Views: 13054481 Learn English with Let's Talk - Free English Lessons
http://blog.hr360.com/hr-blog/setting-employee-goals-video-blog Video Highlights: 0:02 Every supervisor and employee should set goals. 0:42 Employees who set goals increase both their commitment and motivation, and they become more invested in their jobs and long-term career plans. 0:53 The goal-setting process allows employers to direct employees’ efforts toward maximizing accomplishments and toward supporting the company’s own long-term goals. 1:11 Goal setting will be most successful when you provide each employee with clear expectations regarding performance that are tied to an understanding of how his or her individual work contributes to the company’s overall goals. 1:26 There are seven key criteria that your goals should meet. 1:31 Be specific. Clearly communicate the tasks or behaviors employees must accomplish or demonstrate to achieve successful results. 1:47 Be realistic. Set goals that are challenging, but attainable based on your employee’s knowledge, skills, and resources. 2:09 Choose goals that can be measured, and make sure your employees understand exactly how they will be assessed. 2:27 Use your calendar – and set deadlines. 2:45 As you set goals, remember to prioritize. 3:05 Evaluating goals is also important. Since goals are designed to support both the company and the employee’s personal development, you should evaluate and update goals based on changing business needs and the employee's progress. 3:20 Coordinate your employees' goals so that they complement one another.
Views: 28598 HR360Inc
Subscribe Now: http://www.youtube.com/subscription_center?add_user=ehowtech Watch More: http://www.youtube.com/ehowtech Tracking the recruiting process in Excel is a great way to embed a spreadsheet within an existing Word document. Track the recruiting process in Excel with help from an experienced computer professional in this free video clip. Expert: Cathy Virecci Filmmaker: Patrick Russell Series Description: Microsoft Word is one of the most widely used word processing programs today. Find out about using Microsoft Word and Excel with help from an experienced computer professional in this free video series.
Views: 43215 eHowTech
The Human Resource (HR) function is at the center of sweeping changes. Digital technologies are radically impacting the manner in which employees and prospects connect and communicate with organizations. Barring a few exceptions, however, HR functions in most organizations continue to stay rooted in traditional modes of engagement. For instance, almost 75% of the organizations in our annual survey of HR leaders still rely on traditional recruiting and branding techniques. It's time for HR to move into the fast lane, moving from acknowledging the impact of digital to taking concrete steps to make it an integral part of its operational processes. Not least because your employees are not hanging around. They are reinventing and equipping themselves with new-era digital tools, and it is imperative for HR to match them step-for-step. Otherwise, employees will disappear off into the distance, leaving a forlorn HR stalled on the starting grid.
Views: 15745 Capgemini
See the full video in the Panopto player! http://demo.hosted.panopto.com/Panopto/Pages/Viewer.aspx?id=542cda74-312d-4640-bc90-eb786577ea23 In this example Panopto video, an HR Director provides new employees with an overview of company benefits.
Views: 546 PanoptoVideo
Effective Recruiting and Hiring Tips How to Recruit and Hire the Perfect Candidate http://turnkeydoc.com/human-resources/recruiting-staffing/ Tired of spending so much time, sifting through hundreds of resumes or interviewing candidates that are not what you are looking for? In this short video we're going to reveal some recruiting secrets and hiring tips to help you find the perfect candidate! Human Resources Tips might be hard to find and follow but we make it easy! Recruiting Tips #1: Write an ad that will help you quickly weed out the applicants that are not skilled in the areas your business requires. This is one of the best recruiting secrets and hiring tips Recruiting Tips #1 BE SPECIFIC! Don't be afraid to include sales goals or mundane tasks. Making your expectations clear from the beginning will help you avoid misunderstandings while at the same time attracting a hard working employee. If you get stuck writing something descriptive, look for similar positions on Linkedin, most of these ads were written by professional recruiters working for big Human Resources Departments and tend to be very detailed! Recruiting secrets revealed! Hiring Tips that anyone can follow! Hiring Tips #2: Don't be afraid to ask questions and request the answer in their cover letter or email response. Some examples can include: For a Sales Position you can write -- After researching our company, can you name 2 sales strategies you would use to increase traffic to our business If your hiring an SEO Specialist you can ask them to - name 3 online directories that would increase the company's ranking on google local To Ensure they Read the Ad, request something like: Please visit our website and tell us in your own words what we do What if they do not include the answers in their response? You can either dismiss the resume immediately or if you like their resume, respond by requesting they answer the questions, giving them a second chance. Recruiting Tips and Guides are the back bone to your Human Resources Training Recruiting Tip: The Best Candidates are usually working for working for someone else. How can you find these people? Develop relationships with university placement offices Network by participating in professional associations and conferences Look on Networking Sites like Linkedin, where you can view profiles for free Ask your Staff! Referral programs are a great way to tap into your employee's connections! Hiring Tips are easy to follow Recruiting Secret #3 Use Your Web Site. Create an employment section which describes your available positions. This will allow someone who may be looking for a similar position to see you on google. In our experience, the Recruiting Secrets and Hiring Tips outlined here are your best bets for recruiting the best employees. For more ideas & tips please visit our website at www.turnkeydoc.com or subscribe to your you tube channel to receive upcoming video recruiting, hiring and Human Resources tips! http://youtu.be/tHku154y1nY https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 50391 Turn Key Doc
HR Avatar Pre-Employment Testing makes it easy for hiring managers to objectively make great hires. The video overviews HR Avatar assessment approach, score report, benefits, and the free trial. HR Avatar Pre-Employment Tests measure cognitive abilities, personality, skills, bio-data (job history), and they include animated scenarios in which applicants interact with animated avatars to complete job-related tasks. The assessments are super easy to use and work on mobile devices. Visit us at www.hravatar.com
Views: 16140 HR Avatar Pre-Employment Tests
The Initial Screen: 5 Quick Steps, 7 Seconds How do they make that critical "Yes" or "No" decision in that quick scan? Typically, here's how: 1. They scan summary and functional information at the top to make sure you are a good fit 2. They review work history to see if the person has had a related career background 3. Specifically, they look for company names, titles, appropriate number of years of experience in the field etc. 4. Next, they search for related keywords that show you have the technical skills/ knowledge to get the job done 5. They scan for appropriate education, certifications, training etc. If all looks good so far, they put this resume in the MAYBE pile with a plan to re-evaluate ... and decide if you are worth an interview.
Views: 567058 Careerly
How to Terminate an Employee Properly I need to Fire Someone, what do I do? http://turnkeydoc.com/human-resources/termination-discipline/termination-process/ http://youtu.be/IOeO__QCwSY So you have to fire someone, don't worry you are not alone, inevitably every business has to terminate an employee at one time or another. Remember, terminating an employee is likely the most stressful and definitive act possible in the workplace. For some people being terminated can be as stressful as a death in the family and divorce. It is stressful for you, for the employee, and for those around you. Here are a few tips to help you: Tip #1: If the employee is surprised by the termination you have done something wrong. Progressive discipline is a great way to keep everyone on the same page. Make sure you have all your backup data in place before you meet with the employee such as emails or previous write ups Tip #2: Have another person present during the actual termination. Their primary purpose for being there is to observe and document the proceedings. Tip #3: Keep the termination meeting between 5 and 15 minutes in the early to late afternoon. Try to hold the termination meeting at a time and location that will not parade the employee through the office. Tip #4: Remember the purpose of the meeting is to inform the employee of the decision, not to debate it or review it. If the employee wants to debate the decision ask them to send you an email after they have thought it over for a day or so. Tip #5: Have a detailed plan in place for what will happen after the interview. In most case, you may want to have someone escort them to gather their belongings. Tip #6: Try to anticipate any questions and prepare your answers - then think of any crazy questions, or behaviors you might get. Going through possible scenarios will help you feel more comfortable facing this situation. Here are some examples: • They start to cry. • The employee "does not understand". • They "demands" to talk to someone else. • The employee stands up or starts to walk around. • You feel threatened • the employee refuses to leave Tip#7: Make sure all the paperwork involved with the termination is ready and written in plain, understandable language. You can visit www.turnkeydoc.com to download not only a full reference guide for the terminating an employee but also termination paperwork including agreements with a liability waiver. To get more tips subscribe to our you tube channel or visit www.turnkeydoc.com https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 37831 Turn Key Doc
Learn about Different Types of Employee Performance Evaluations How to Conduct an Employee Performance Review or Appraisal http://turnkeydoc.com/human-resources/performance-management/performance-reviews/ An employee performance appraisal, performance evaluation or performance review as it is sometimes called, is a review by a manager where the employee's work performance is evaluated and strengths and weaknesses are identified, so that the employee knows where improvement is needed. Employee performance Reviews, Appraisals and Evaluations are vital for communication. Over the years there have been some new types of performance reviews, performance evaluation, or performance appraisals that are being met with success in today's business world. These require that employee performance evaluations, performance reviews or performance appraisals be done not only for raises, promotions, or bonuses, but for an employee's growth and development. These include: Management by Objectives Review: This method, often called MBO, measures the employee's accomplishments against a clearly established set of objectives. If managers and employees begin the year by working together to list these objectives, the end-of-year performance appraisal, performance review, or performance evaluation can simply compare each goal with its final outcome. This method is simple, clear, and empowers employees in the goal setting process but it disregards non-goal-related success metrics. Ratings Scale is probably the most common review type. Using this method, a supervisor rates an employee on a numerical scale for a defined set of behaviors, traits, competencies, or completed projects. This method gains points for simplicity and functionality, but it only works well if both managers and employees share the same understanding of each point on the scale. The 360 Degree Feedback Review is a new kind of employee performance review, performance appraisal, or performance evaluation. It incorporates data from peers, supervisors and even outside parties like customers and suppliers. This broad feedback can provide a multi-dimensional picture of performance that can cancel the influence of bias. The goal is to paint an accurate picture of employee's strengths and weaknesses. Gathering feedback from multiple sources is a great way to ensure employees are rated fairly and accurately No matter which type of employee performance evaluation, performance review or performance appraisal is used, remember the goal is to foster communication between managers and employees. To make your employee performance reviews, performance appraisal, or performance evaluation as productive as possible, try the following steps • Be prepared • Lead with the positive • Don't be confrontational • Keep it Simple • Be consistent • Make it a two-way conversation • Address what's important to the employee • Discuss work/life balance • Be a good listener • Give Feedback Regularly To download the review templates mentioned in this video as well as a guide on how to conduct the actual employee performance review, performance evaluation or performance appraisal, visit us at www.turnkeydoc.com Subscribe to our youtube channel to sample our "how to" video library or visit us at www.turnkeydoc.com to download your free gift! http://youtu.be/KcGhX7Htk9U Google Plus: https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Employee Performance Review Employee Performance Appraisal Employee Performance Evaluation Performance Review Performance Appraisal Performance Evaluation
Views: 143706 Turn Key Doc
Aaron helps an Australian recover from majoring in HR and sets him on the path of living his dream - world travel.
Views: 9466 AaronClarey
Effective Employee Conflict Resolution Learn how to Mediate Employee Conflict http://turnkeydoc.com/human-resources/performance-management/conflict-resolution/ So you are not an expert in Human Resources, its ok we are here to help. We can all probably agree that employee conflict in the workplace takes a high toll all around. One research study claims that 42% of a manager's time goes to mediating employee conflict. Without a solid guide for employee conflict resolution correctly, this could have disastrous results. But before we can navigate how to properly resolve conflict we have to understand why they arise in the first place. So, what creates conflict in the workplace? • Opposing Positions • Power Struggles • Ego • Pride • Jealousy • Performance Discrepancies • Compensation Issues or • Just someone having a bad day But the reality is that the root of most employee conflict is either born out of poor communication or the inability to control one's emotions. Countless times otherwise smart capable people place the need for emotional superiority ahead of achieving the collective company mission. Mediating employee conflict effectively can be done! But don't worry, in this video we will share some guidelines to keep in mind when you resolve conflict. Employee Conflict Resolution can be tricky so follow these steps. First - Talk to each employee conflict participant privately to piece together a story. When talking to each person involved, keep an objective but concerned tone. Do not agree or disagree, just listen. This is key to mediating employee conflict Second - Research each version of events and then write down the employee conflict or disagreement in a few sentences, what caused it and a possible solution for the problem. This is the second step in conflict resolution which will lead to mediating employee conflict successfully Third -Meet with the main employees involved in the conflict together in a private room. Keep a cordial and optimistic tone from the very beginning of the meeting and request the same from each person. Fourth - Objectively recite the conflict back to participants, telling both sides how you understand it. Verify with each person that what you've said is accurate. Allow each person to add or correct any details and propose solutions. Fifth - Reach a final solution based on participants' proposed solutions and ones you've come up with as the objective party. Employee Conflict Resolution is key to keeping up morale Lastly - Log the conflict--both sides of the story--and resolution into a document. Print out a copy for each party to the employee conflict and have them sign a master copy to verify the information is correct. File the document with human resources for future reference if the conflict ever arises again. This can ensure that mediating employee conflict does not need to repeat itself. Remember the worst thing you can do is avoid the conflict, hoping it will go away. This, too, shall pass, is not an option - EVER. Learning effective conflict resolution is your best option. For more human resources tips please visit www.turnkeydoc.com or subscribe to our youtube channel! http://youtu.be/oqFoy8ehzuc https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 https://twitter.com/turnkeydoc/
Views: 77409 Turn Key Doc
Get Unlimited Access to GCSE Tutor Videos & Online Revision Here for £19.99: http://www.revisionapp.co.uk/product/online-gcse-revision. Businesses can be very complex organisations with many hundreds or thousands of people working in them in many different roles. In order to manage their resources effectively, businesses must have clear organisational structures in place. Organisational structures include the different relationships between people in an organisation. For example in some cases, an employer might want to have a very formal relationship between people in the organisation in others it might be more relaxed. This happens in every day life too. Think about any organisation you're a part of. Do you call the other people by their first names? Do you call them by their title? What about the other members themselves? Do they call each other 'Mrs D', 'Dr X' or 'Mr M' or do they refer to each other by their first names? How do they refer to the the person leading the organisation? Different levels in a business are referred to as hierarchies. A hierarchy occurs where people are given some sort of title or rank that signifies their importance in the organisation. All businesses have employees working at different levels of responsibility. At the bottom, a business depends on its operatives to produce the products or services. Team leaders often perform the day-to-day management role, with operational managers setting direction and strategy for the business as a whole. The number of employees in each level will depend on the business' organisational structure. It is important to determine who takes responsibility for decision making, who reports to who and who to blame when things mess up (or who gets the pat on the back if things go well!) There are three typical organisational structures. They are known as hierarchical, flat and matrix. A hierarchical structure is typical in large companies where each level of employee reports upwards and each level has a narrow span of control. The downside of this type of structure is that it can often lead to significantly slower communication and decision making. A flat organisational structure has much less levels of hierarchy and wider spans of control. This means employees at each level can communicate with managers more easily and quickly. However, this usually means that workers take more responsibility for decision-making. The benefits of this are that it may encourage a more dedicated and motivated workforce. Typically this type of structure is used in small businesses and start-ups. A benefit of this structure is that it allows the business to change rapidly to respond to the market, customers or competitors. However, this only applies if the staff are well trained and are actually capable of making the changes. Lastly, a matrix structure gathers employees who hold the relevant expertise in order to help the business to meet its goals. The people selected come from different levels and departments within the business. The structure can be used in both hierarchical and flat organisations and are typically used for specific projects. Individual team members may come from different parts of the business, regardless of their usual location in the hierarchy. Obviously once a project is over the matrix will be disbanded.
Views: 231282 Revision App - Student Blog
See an HR application template on SharePoint for Office 365 or on-premise from SP Marketplace. Learn more at spmarketplace.com
Views: 7523 spmarketplace
In this video , Mrs. Tripti Vijayvergiya, Asst. Professor, Biyani Groups of Colleges explained about job description which is a written description of a job which includes information regarding the general nature of the work to be performed, specific responsibilities and duties, and the employee characteristics required to perform the job. www.gurukpo.com, www.biyanicolleges.org
Views: 45715 Guru Kpo
List of commonly asked SAP HR interview questions. Useful for beginners and experienced HR module professionals. Can consider this tutorials as a quick training reference material also.
Views: 3837 SAP Tutorials
This HR Options webcast hosts CPA Mark Eitlegeorge who will review tips and information that HR professionals can use to help them develop and manage a budget for their department. HR Options based in San Francisco Bay Area can be found online at http://www.hroptions.com/default.cfm provides scalable Human Resources support to meet the needs of small and mid size organizations. If you don't have an HR headcount or if you need part time Senior HR expertise, HR Options is the answer. Our Consultants can handle employee relations, employee performance review processes, employee performance review support, employee management coaching, employee benefit administration, employee leave administration, FMLA, CFRA, employee disability, COBRA, and workers compensation. And completely scalable to meet your company's needs. http://youtu.be/WHUAWpGPT4I
Views: 3280 HR Options Inc.
Phoenix City Manager Ed Zuercher hears from David Mathews on how Phoenix conducts safety training for its employees. Connect to the City of Phoenix on Facebook, Twitter and YouTube: Facebook users click here http://www.Facebook.com/cityofphoenix Twitter users click here https://twitter.com/CityofPhoenixAZ or follow at @CityofPhoenixAZ; @watchphx11 Subscribe to our YouTube channel at http://www.Youtube.com/cityofphoenixaz Watch Phoenix 11 live on the web http://phoenix.gov/citygovernment/phx11/index.html
Views: 152 CityofPhoenixAZ
Watch Don answer sample Behavioral questions. Learn how to answer behavioral interview questions using the STAR Formula. Employers love asking behavioral questions during the interview process because this type of questioning will does a better job of revealing your core competencies and is a great indicator of how well you'll be able to perform this job. Behavioral questions can be answered using the STAR formula and in this video, we break down the STAR formula and show you how to use it to your advantage to you are prepared to answer any behavioral question that comes your way. How to Answer Behavioral Interview Questions Using the STAR Formula STAR stands for: Situation – Task – Action - Result 1. First, describe a work related Situation or Task that you needed to accomplish, and be concise. 2. Then describe the Action you took. Don’t tell them what you might do or would do, you need to tell them what you did. 3. Finally, describe what happened -- the result. What did you accomplish? What did you learn? How much time or money did you save? And most importantly does your result solve the problem you described in step 1. That’s the formula for answering any behavioral question. Behavioral or competency-based interviews are simply a set of questions that ask you to talk about examples from your past work experience to help an interviewer figure out your strengths. Behavioral interviewers will look for the three parts (Problem, Action, Results) of your answer and take notes about how you answered the question. In this free program you’ll learn how to improve your interview performance with my simple step-by-step formula for interview success. To get the list of behavioral questions this video mentions, you need to register for this free program here: http://www.jobinterviewtools.com/advantage/ To download the complete interview answer guide go to http://www.jobinterviewtools.com
Views: 1410070 Don Georgevich
You'll definitely encounter this question during your next interview, so make sure you know how to answer it! For more career tips, visit http://careerly.co
Views: 2006791 Careerly
Mr. Sridhar Krishnamurthy, Senior Manager -- Human Resources, Syntel International (P) Limited shuffled the cards and reserved the point for the last flip. He opened with sprinkling few examples of the student communication patterns. He pitched that students these days acquire knowledge but lack common sense and testing the applicability of a content learnt.
Views: 925 ICT Academy
Visit us at https://schoolofbookkeeping.com and join for free. Ignite Your Practice! Great learning, CPE and tools to ignite any practice, business or life. schoolofbookkeeping.com is an online resource for accountants, bookkeepers, and business owners. We help tax professionals, QuickBooks ProAdvisors, enrolled agents, CPAs, business owners and students ignite their businesses and lives. Our focus is on growth, prospecting new clients, practice development, project and task management, branding, marketing, technology, automation, and literally anything that will help your practice, business or life achieve more, earn more, do more. Our content is provided by our faculty and renowned authors and industry leaders from all over the world. We offer a fun and fresh approach to bookkeeping and accounting learning. New content is delivered daily. We have live weekly events with CPE. Our WOWbinars are popular live events that provide learning, CPE and help you ignite your practice. Our Talks are delivered by industry leaders, also provide CPE, and are free to the public. Our courses cover a wide variety of topics including: Bookkeepers Delight Bookkeeping Fundamentals – The Course on schoolofbookkeeping.com Bookkeeping Fundamentals With QuickBooks Bootstrapping your Bookkeeping: A Course In Google Sheets Choose the Right QuickBooks Cloud Accounting With QuickBooks Online How to Calculate Business Valuation in The Shark Tank How to Pass QuickBooks ProAdvisor Advanced Certification Exams How to Startup Your Startup – How To Startup, Get Up and Keep Up Mastering Microsoft Excel for Accounting Pros Microsoft Excel - Planning Your Bookkeeping Practice Residential Property Management with QuickBooks QuickBooks Desktop 2016 – Features, Functionality and Fundamentals Understanding Your Financial Statements We also offer courses on some of the top apps: 17Hats, BillQuick - Time, Expenses, Billing, and Project Management, Bill.com, Expensify - Expense reports that don't suck!, Finagraph, Fundera, QuickBooks and QuickBooks Online, Qvinci, Sage, Smartsheet, Xero We offer Answers, Directory Listings, Excel Templates, Marketing Templates, Webinars, Job Referrals, Community, Documents Templates, and so much more. We are behind the amazing Facebook group Accountants, Bookkeepers and Business Owners or affectionately known as ABBO. Learn more at https://www.facebook.com/groups/AccountantsBookkeepersBusiness/. Our community includes our blog http:/:toolegittoaudit.com, private and public discussion groups, hangouts, and free content on our YouTube channel. Subscribe at https://www.youtube.com/channel/UCLpiow6SnqzzKuGIS27PNdw. YouTube: https://www.youtube.com/user/schoolofbookkeeping Facebook: https://www.facebook.com/learnbookkeepingnow/ Twitter: https://twitter.com/schoolofbooks Google+: https://plus.google.com/+Schoolofbookkeepingdotcom/posts Website: https://schoolofbookkeeping.com
Views: 859828 74 Systems - 74 Schools
How to Conduct Effective Interviews & Questions to ask and not to ask when Interviewing Candidates http://turnkeydoc.com/human-resources/recruiting-staffing/interviewing/ Interviews are a critical part of the hiring process. But many managers don’t know how to conduct an interview well or lack effective interviewing skills. Here’s some advice. First Stick to an interview Structure. This sets up the parameters of the interview, keeps you both focused, be sure to manage your time accordingly. 1. Give a brief description of the company. 2. Outline the job duties. 3. Ask the applicant interview questions. 4. Give the candidate an opportunity to ask you questions. Try not to talk too much. Talking about 30% of the time is a good rule of thumb. Watch nonverbal signals. Eye contact, appropriate dress, and self-confidence can tell you a lot about the sincerity and professionalism of your potential interview candidate. For example, is the candidate sitting comfortably yet upright in his chair? Slouchy posture speaks loudly about sloppy work and low self-esteem. Interviewing can tell you alot about a candidate, so pay attention to these signals Try not to be too “chummy”. Keep all your interview questions job-related. If you spend the interview chatting, you may make a hiring decision because you liked the candidate versus whether the person is truly qualified for the job. When interviewing Prepare for the interview . Come up with interview questions in four categories: fact-finding, creative-thinking, problem-solving and behavioral. Here are some examples: Tell me about your most challenging and least challenging job. Tell me about a job you liked the most and least and why. Tell me about a time when you tried to do something and failed. Where do you see yourself in five years? What things are most important to you in a work situation? Describe some situations in which you have worked under pressure or met deadlines? What qualifications do you have that you feel would make you successful here? Why are you leaving your present job? In your last position, what were the things that you liked the most or least? Tell me about your most significant accomplishment? If I spoke to your previous employer, what would he/she say are your greatest strengths and weaknesses? What motivates you the most? Describe what you feel would be an ideal work environment? Equal Employment Opportunity Commission guidelines, as well as federal and state laws, prohibit asking certain questions of a job applicant during the interview. Be sure to avoid asking about the candidate: Age National Origin or Race, this includes asking where they were born or where their family is from Religion Marital Status, including asking if they have or intent to have children Mental History or Medical Information. Under the Americans with Disabilities Act, employers may not ask about the existence, nature, or severity of a disability or health condition. Be sure while interviewing not to ask about these subjects The following acceptable alternative interview questions can be asked on the application or the interview, but be careful if you ask them incorrectly you can easily find yourself in a sticky situation. So only use these if you have a bonafide reason to ask. Do you have any responsibilities that conflict with the job’s attendance or travel arrangements? Are you able to work in the United States on an unrestricted basis? Are you able to perform the duties on the job description with or without reasonable accommodations? If hired, can you provide proof that you are at least 18 years of age? Do you have any conflicts that would prevent you from working the schedule discussed? What languages do you speak fluently? Would you have any problem working overtime, if required? Would anything prohibit you from making a long-term commitment to the position? For more tips on how to screen resumes, conduct phone & live interviews or background checks visit us at www.turnkeydoc.com For more free video tips, Subscribe to our youtube channel to sample our “how to” video library http://youtu.be/M0zyf05GlIg https://plus.google.com/u/0/b/107057463999675049074/107057463999675049074/about Facebook: https://www.facebook.com/pages/Turn-Key-Doc/298240720333688 Twitter: https://twitter.com/turnkeydoc/ Youtube Channel: https://www.youtube.com/channel/UC8LlHO8tJf-w-BmhdJobdCw Conduct Effective Interviews Interview Questions
Views: 119926 Turn Key Doc
http://www.devryexams.education/product/hrm-594-final-exam-set-2/ 1. (TCO B) Discuss the 13 strategic staffing decisions one must make when developing an organizational staffing strategy. Do you believe that some of them are more important to an organization than others? Which ones? Fully explain your reasoning, providing clear examples to illustrate your position. (Points: 25) 2. (TCO E) You are the staffing manager for your organization. Fully discuss the administrative issues that you would address in the planning stage of external recruiting. Explain the importance of each issue. (Points: 30) 3. (TCO G) You are a staffing manager. Recommend the steps your organization should take to develop and implement a policy regarding employment-at-will. Explain the importance of having an employment-at-will policy, and the consequences of not having one. (Points: 30) Page 2 1. (TCO C) As an HR leader, how would you try to get individual managers to be more aware of the legal requirements of staffing systems and to take steps to ensure that they themselves engage in legal staffing actions? (Points: 30) 2. (TCO F) You are a staffing professional. Describe how you might go about determining scores for applicants' responses to: a. interview questions, b. letters of recommendation, and c. questions about previous work experience. (Points: 25) 3. (TCO H) You are an HR Manager for ABC Corporation. Your strategic staffing plan indicates that in the next five years, your 500 Customer Service Representatives will need specific computer skills to utilze a new technology that is planned. None of the reps currently have this skill. Other than terminating all of the employees and hiring new employees with the required skills, discuss two possible alternatives the company might consider. (Points: 30) Page 3 1. (TCO A) Imagine an organization that has a staffing process in which vacancies are filed (a) on a lottery basis from among job applicants, or (b) on a first-come, first-hired basis among job applicants. Predict the potential problems associated with these scenarios. (Points: 30) 2. (TCO D) You are the HR Manager of your organization. Your task is to perform job analysis on all of the jobs within your organization. What are the advantages and disadvantages to using multiple methods of job analysis for a particular job? Multiple sources? (Points: 30) 3. (TCO I) Which of the costs and benefits of voluntary turnover are most likely to vary according to the type of job? Give specific examples. (Points: 20)
Views: 115 Wanda Santos
Emily works within the HR department, responsible for pay related items within the organization—bonuses, annual raises, paying different areas of the country. She deals with managers and associates, answering questions for issues related to payment.
Views: 4364 InsuranceCareers
Human resources planning is a process that identifies current and future human resources needs for an organization to achieve its goals. Human resources planning should serve as a link between human resources management and the overall strategic plan of an organization. Aging worker populations in most western countries and growing demands for qualified workers in developing economies have underscored the importance of effective Human Resources Planning. As defined by Bulla and Scott, human resource planning is ‘the process for ensuring that the human resource requirements of an organization are identified and plans are made for satisfying those requirements’. Reilly defined workforce planning as: ‘A process in which an organization attempts to estimate the demand for labour and evaluate the size, nature and sources of supply which will be required to meet the demand.’ Human resource planning includes creating an employer brand, retention strategy, absence management strategy, flexibility strategy, talent management strategy, recruitment and selection strategy. This video is targeted to blind users. Attribution: Article text available under CC-BY-SA Creative Commons image source in video
Views: 6476 Audiopedia
Video games are the dominant form of entertainment of our time because they are powerful tools for motivating behavior. So looking at the mechanics of games, and applying some of these principles to our referral program is one way we can increase engagement and ultimately produce more employee referrals. Great games are built on communities of players. They have virality built into them; they make us want to share them with our friends and social contacts. Gamifying your referral process mean making the sharing of your jobs simple, straightforward and fun. Game design is built around giving players instant feedback on their progress; instant recognition and instant rewards. The rules of your referral program need to be transparent; when an employee makes a referral the recognition needs to be instant and in real time. Rewards are a great way to drive your referral program. Use incentives: these can be monetary (a cash reward); gifts (such as an iPad or giftcard); or altruistic (such as a donation to a favorite charity). Consult with your employee to find out what rewards they really value- and it becomes easy to motivate them to make referrals. Recognition is important. Game players get continuous feedback on their performance, benchmarked against other players through the use of scores. Introducing a leaderboard of top referrers has been proven to be an effective way to drive engagement with your referral program. There is a lot that can be taken from the world of social games and applied to social referrals and social recruiting. The features that make games so popular and habitual can be integrated into social recruiting processes. By mirroring the mechanics, methodology and features of the most popular games, RolePoint can build the same level of participation amongst employees as these games enjoy amongst their players.
Views: 4927 RolePoint
George Brown College Alumnus, Paul Koshy, completed the postgraduate Human Resources Management Program https://goo.gl/BYKNr3. Paul’s decision to attend the college was based on word of mouth, hearing about the college’s reputation and the focus the college has on getting its students into the workforce. George Brown College focuses heavily on building relationships with employers, especially in the co-op section of the postgraduate programs. George Brown College works to see that students graduate with applicable skills, hands on experience and the motivation for success.
Views: 8199 George Brown College
http://career.guru99.com/top-10-behavioral-interview-questions-with-answers/ Behavioral Questions covered in this video are 1. The biggest mistake you made and what did you learn from it? 2. Have you worked with someone you did not like and was difficult to get along with? 3. Have you worked with a coworker who was not shouldering fair share of the workload? 4. Have you faced dishonesty in the workplace, if yes, how did you deal with it? 5. What are the qualities you look for in your immediate boss/supervisor? 6. The title of the book you read last- 7. What steps do you take to improve yourself? 8. What are your hobbies / interests outside work? 9. What motivates you? 10. Why did you choose your major in college? Above Situational questions will help both experienced and freshers to crack interviews. Like, share and subscribe our channel for more videos. Watch more videos on our YouTube channel at https://www.youtube.com/channel/UC19i1XD6k88KqHlET8atqFQ Visit our website for more! https://career.guru99.com Read our blogs in https://career.guru99.com/category/web/ FACEBOOK! Would you prefer to watch more about us? Like our page for more https://www.facebook.com/guru99com/ TWITTER! Tweet for us on Twitter with #guru99 and follow us on https://twitter.com/guru99com LinkedIn! Follow us here https://www.linkedin.com/company/guru99/ THANKS! We appreciate you reading this and hope you have a wonderful day! Sincerely, Guru99
Views: 115132 Guru99
Training and development of employees for improved performance. It's extremely important for business owners and leaders to recognize the importance of training and development of their employees and to take a proactive approach. Every company has competition, whether local or global. Even if you don't have competition because your product is so unique and new, you are probably competing with yourself and against time and money. You can only develop a product so long before you run out of both. Training and Development Training and development is more important than ever for your organization to stay competitive and survive. Training and development challenges employees to grow and improve. We all have untapped potential that is waiting to be unleashed, and this can be directed towards activities that will have a high impact on the performance of the organization. Employees who do not receive training and development may become resistant to change and become stagnant. This can really have a negative impact on performance since technology is driving so many changes in work methods. Being Proactive Taking a proactive approach to employee training and development is best done by first setting goals for the organization and department. This will help you to determine where current skill levels of employees may be challenged towards achieving these goals and thus you can develop a training plan for the department an individual. Hard and Soft Skills When developing a training plan is important to look at the total person. We often breaks skills and to types, hard and soft. Hard skills are those that permit us to complete a task or activity, such as running a computer program operating machine, etc. A soft skill is a behavior that determines how an employee will approach a task and interact with others. This is often neglected when looking at training needs, but is extremely important for employee and team performance. Teamwork If you want to develop teamwork in your organization and department people must learn specific interpersonal skills so that discussions can take place on how to improve things towards goal achievement. Highly evolved teams can become autonomous in problem-solving, and continuously improving work processes on their own. One good example are the telephone companies here in Canada. Over the years, most of them have trained their employees on better customer service habits and on selling. I've noticed when calling the administrative department about a billing issue that the person handling my issue always try to upsell me to an additional service. This is obviously a behavior that was learned from a proactive organization. We've all had the experience of going into a store or restaurant and were served by staff members. The other ones who create a better customer experience by how they treat you the customer. Of course hiring the right person with the right attitude and personality is fundamental, but training people on the operations and how you expect them to behave is equally as important. Aging Workforce As the working population gets older is extremely important for organizations to continuously train and develop their employees in order for people to remain flexible, open positive and creative. This will allow the organization to meet its growth objectives and retain skilled talent. Initiative One of the key benefits from the training and development of employees is increased self-confidence and self-esteem. When people feel they are better equipped to tackle new tasks and use more of their abilities, they feel more confident. People with higher self-confidence and self-esteem take more risks, make more decisions and solve problems on their own. This leads to greater initiative and thus saves the manager time to focus on growth and improvement opportunities. Get a free coaching session with Stephen Goldberg for leaders and managers https://mailchi.mp/4966f7407de6/freecoachingsession Sgn up to receive my bi-monthly newsletter http://eepurl.com/gChMb Download free worksheets, forms and templates from https://www.eloquens.com/channel/stephen-goldberg Get access to forms worksheets and templates from my website http://eepurl.com/ccGNlX Read articles on my blog http://www.optimusperformance.ca/blog/ Support the making of these videos by becoming a Patreon https://www.patreon.com/StephenGoldberg
Views: 28378 Stephen Goldberg
If you are a team leader, supervisor, manager or executive leader you will be confronted with poor performance. It goes with the territory. This leadership training video will give you precise steps to take to be successful. To begin with, deal with poor performance as immediately as possible. Talk specifics with an employee not generalities. Also, most performance issues can be prevented. How? Hire better and set clear expectations. Do a great job planning with each employee, providing regular training, holding regular coaching sessions and communicating effectively. Without these behaviors, managers cause many of the employee issues. The best managers develop their leadership coaching skills and learn how to deal with performance issues constructively and effectively. How do you know if you are successful? Employees become more motivated and improve their results. In the leadership training video you will learn: * 10 Examples of Poor Performance * 3 Proven Methods for Dealing with Poor Performance * The Leadership Mindset in Dealing with Performance Issues Many managers struggle with leadership because that can't deal with poor performance. They either ignore it until the problems explodes. Or, they pounce on the employee right away, yell, criticize and tell, and give no help. Too many lack competence in the key people skills of empathy, listening, problem-solving and giving feedback. You know you are moving from manager to leader when you can motivate employees to achieve significantly better results while helping them with their performance problems. Doug and Rick, co-founders at WCW Partners, have coached or trained over 250,000 managers worldwide. Those managers who excel are open minded, care about people, and they constantly work on their leadership development to improve results. They also provide many educational and training opportunities for their team. It's been said, that only competitive advantage is how much smarter you are today than yesterday. By the way, do you want to elevate your management effectiveness and success? If so, check out this https://rickconlow.com/coaching/ Also, do you want more ideas on how to inspire your team? Check this out this eBook-How to Motivate-NO-Inspire People: https://wcwpartners.leadpages.net/how... Or, do you want a proven game-plan for career success? If so, check out Rick's Superstar Leadership book: https://rickconlow.com/product/supers... Rick Conlow CEO Rick Conlow International (RCI) RCI is a business consulting and training company that empowers managers. RCI transforms managers to leaders to achieve record-breaking performances in sales growth, customer experience improvement, employee engagement and leadership effectiveness. Superstar Leadership Blog: https://rickconlow.com/superstar-lead... Consulting Services: https://rickconlow.com/ Books & Training Resources: https://rickconlow.com/shop/ 612-868-8521
Views: 58601 Rick Conlow
Job evaluation is the heart of the process by which managers determine how much they will pay one employee compared to another. Pay is a source of justice (or mostly injustice) within a firm. Staff evaluate their effort/reward ratio and compare it with the perceived effort/reward of their colleagues. Feelings of injustice and lack of fairness arise where one employee perceives that one person's effort/reward is not in line with their own. This AV presentation sets the requirements for equity, fairness and consistency when paying staff in a firm. It describes five methods of job evaluation to achieve these requirements from the simplest Job Ranking through to the more complex Point Factor Analysis where jobs are described by factors and points awarded to each.
Views: 40442 TimelessTimeHR
Sometimes it seems as though there are a thousand ways supervisors and managers—although well-meaning—can get it wrong, and end up begging for employee lawsuits. We've distilled it down into 10 major sins HR can talk to its managers and supervisors about. Here, BLR editor Steve Bruce presents the 10 Sins of Supervisors--with the help of actor portrayals/examples--and explains why and how to avoid each mistake and keep your company out of legal trouble. Learn more about HR Daily Advisor at http://hrdailyadvisor.blr.com/
Views: 12840 BLR
http://bluntbrit.com/animatemystory for more examples This is a recently finished animated explainer video for a local Human Resource Consulting company near Cambridge UK. Please visit Karen here: http://kjhrconsulting.co.uk If you’ve been thinking about getting an animated video but not sure where to start, think about the following questions: Where is the video going? What is the goal of the video? How many videos are you planning on making? What is your budget? Who is your customer? How does your customer think? How does your customer take action? What pain are you solving? Do you want an explainer, funny, how to or other type of animated video? How can you connect with your story? Do you want high end (expensive) or low end (it will cost you!!) What is the end goal of the viewer? Who is going to write the script? How long should the video be? Do you want characters or no characters? These are just a few of the questions you should be asked and that we ask our clients to make sure we understand who their clients are and how best to connect with them and get them to take action! Animated videos are growing in popularity yet many are prohibitively expensive. We create animated videos for local and small businesses, startups and other businesses who are looking to grow their online video presence. Script writing, voice over, graphics, creation and distribution of the video are included in most packages. We also know how to target specific keyword phrases for our clients to help them rank higher, through video, for multiple keyword phrases ESPECIALLY in their geographic area. So, what is the big deal about Animated videos? Studies have shown that people relate to pictures and remember pictures better than written words. Using animation with a story helps people relate to your business and themselves better. Instead of "pitching" your business, you can tell a story about how you provide a solution that will benefit them. We help you create a unique story, whether one time or monthly, and gradually build a stronger online presence for your business. We have helped many businesses including doing: Animated videos for Massage Therapists Animated Videos for Dentists Animated videos for Florists Animated videos for Salons Animated videos for mechanics Animated videos for Chiropractors Animated explainer videos for technology companies Animated videos for locksmiths Affordable animated videos for small businesses Low cost animated videos for startups Animated videos for crowd funding and kickstarter projects and a lot more. We also recommend tying your video in with other marketing tools like lead generation pages and social media. Contact us for a free review of your online presence. See this video for more info. http://youtu.be/-6xB5PRuoBk Or get more info about Animated Videos for small businesses here: http://youtu.be/FYmWUb5GTFk or this video to understand the difference between navigational and investigational searches. http://www.youtube.com/watch?v=LCyuRf... We get local businesses to rank for more keywords in investigational searches and dominate the page with navigational searches. This is the time to get your videos. To get more details, visit the page above or http://bluntbrit.com You can also get some great local marketing tips and training at http://bluntbrit.com/freetraining Nolan Collins - aka The Blunt Brit 23 Jubilee Green Papworth Everard UK http://youtube.com/thebluntbrit for our other videos and don’t forget to subscribe!
Views: 2090 Blunt Brit Marketing