Adopt Remote Work,adopt Remote working for Long term

Adopting remote work for long term

Coronavirus has impacted our work culture almost instantaneously by the forced introduction of remote working to millions of in-office employees. What could have been a long-term plan for organizations to plan and execute, this pandemic made it possible in the flick of mere days. Needless to consider the additives of this extremely quick digital transformation, the fact that everything isn’t up to the desired standards is true too. Amidst this emergency, the key focus lies in keeping the businesses running, rather than being perfectionists in approach. Thus, every organization has arranged for the minimalistic sources that can help support the teams and employees sustained.

The pandemic came as a great workplace revolution, changing our ways of work and communication once, and for all. While some might experience a communication gap, some are experiencing a great surge in employee productivity too.

Nobody has a clue till when this global emergency is going to last and even if the lockdown ends, its spell will surely last long, forcing some organizations to adoptRemote Workingwhile some other fraction of organizations implementing it willingly.

So, now the question arises that should we go for a complete change to work from home after the lockdown is lifted or even after the COVID19 is wiped off? The choice is entirely dependent on the type of business and the way you adopt.

Now, let’s suppose you decide to implement Remote Work in the long run, Let’s delve through the aspects that need to be taken care of:

Define Goals and HR Policies

Goals of any kind are the integral parts of achievement and so do organizational goals. Let your goal defining system be very strong as well as realistic both to the organization and the employees.

Clarity is crucial! A well-defined work from home policy for remote workers must be in place to be productive. The employees must know their rights and policies beforehand.

Even if supporting the flexibility of work hours and roles, some rules need to be implemented to promote self-discipline as well as avoid any kind of conflict on the performance evaluation statistics.

Efficient Collaboration

Team collaboration has a direct impact on overall productivity. Therefore, the employers’ main focus must be to support remote teams to collaborate and work together.

Employee Engagement solutions need to be chosen wisely to eliminate this challenge faced by most companies while having employees remotely.

Office buildings will become just conference centers where the unavoidable and extremely confidential communication will take place.

KNOW MORE ABOUT SAKETA INTRANET

Adopt Remote Work,adopt Remote working for Long term

Adopting remote work for long term

Coronavirus has impacted our work culture almost instantaneously by the forced introduction of remote working to millions of in-office employees. What could have been a long-term plan for organizations to plan and execute, this pandemic made it possible in the flick of mere days. Needless to consider the additives of this extremely quick digital transformation, the fact that everything isn’t up to the desired standards is true too. Amidst this emergency, the key focus lies in keeping the businesses running, rather than being perfectionists in approach. Thus, every organization has arranged for the minimalistic sources that can help support the teams and employees sustained.

The pandemic came as a great workplace revolution, changing our ways of work and communication once, and for all. While some might experience a communication gap, some are experiencing a great surge in employee productivity too.

Nobody has a clue till when this global emergency is going to last and even if the lockdown ends, its spell will surely last long, forcing some organizations to adoptRemote Workingwhile some other fraction of organizations implementing it willingly.

So, now the question arises that should we go for a complete change to work from home after the lockdown is lifted or even after the COVID19 is wiped off? The choice is entirely dependent on the type of business and the way you adopt.

Now, let’s suppose you decide to implement Remote Work in the long run, Let’s delve through the aspects that need to be taken care of:

Define Goals and HR Policies

Goals of any kind are the integral parts of achievement and so do organizational goals. Let your goal defining system be very strong as well as realistic both to the organization and the employees.

Clarity is crucial! A well-defined work from home policy for remote workers must be in place to be productive. The employees must know their rights and policies beforehand.

Even if supporting the flexibility of work hours and roles, some rules need to be implemented to promote self-discipline as well as avoid any kind of conflict on the performance evaluation statistics.

Efficient Collaboration

Team collaboration has a direct impact on overall productivity. Therefore, the employers’ main focus must be to support remote teams to collaborate and work together.

Employee Engagement solutions need to be chosen wisely to eliminate this challenge faced by most companies while having employees remotely.

Office buildings will become just conference centers where the unavoidable and extremely confidential communication will take place.

KNOW MORE ABOUT SAKETA INTRANET

“Can gratitude be part of a process beyond its moral trappings?”

Gratitude is not just a matter of good gesture but provides a far deeper impact on one’s life and attitude. It provides the charm for any help done to anyone. Gratitude makes one of the pinnacles of humanity, which is seen in action and stands better than mere words. As Henri Frederic Amiel says-

“Thankfulness is the beginning of gratitude. Gratitude is the completion of thankfulness. Thankfulness may consist merely of words. Gratitude is shown in acts.”

Have you ever wondered what is that one more important thing that keeps employees motivated to be the best self at work day in and day out? Appreciation. While words of appreciation and encouragement might be validating, they’re fleeting beyond a point.

Attracting talent is crucial, but what is more important is recognising talent in the workplace. Not just that: In the crossroads of people and change, carrot and stick, smarter rewards, and speedy perks, it is critical for HRs to create a reward strategy that articulates the expectation of both employer and employees.

Recognition in the Workplace:

Human interaction involves gratitude which helps to cherish the relationships among each other. It is more pronounced in any workplace which involves people willing to cooperate to combine skills and merit to produce necessary solutions. Skyhigh Marketing in their book” The Side effects of “Thank You” brings out the merits of Gratitude such as:

• Ensure high productivity – Gratitude generates happiness which makes dopamine released to the brain, making it more productive
• Reduced Stress Levels – Practicing Gratitude on a regular basis would help to reduce stress hormones. Being grateful ensures emotional and physical resilience
• Foster Healthy Lifestyle: – Two major indicators of healthy living are the sleep patterns and immune system. Gratitude acts as a catalyst to attain happiness and joy
• Social Recognition: Social sense of gratitude helps in building a healthy work culture between employers and employees
• Increased focus at work: Recognition does not just foster health and happiness but it is a prime factor to increase focus at work.

Economical Aspects:

In the” The Side effects of the “Thank You” book, the authors describe the varying costs and effects of losing and rehiring an employee. This is prevalent in low paying jobs with high turnover rates as these jobs do bear pressure and thereby lose productivity and are the major cause of attrition. This goes higher in costs connected to high paying jobs also.

The best way forward is rather simple. Coming up with sturdy rewards and recognition strategy! At the end of the day, that’s the best way to let your employees know that they’re doing well.

Companies must invest more in building strong reward and recognition programs and must use modern technology such as a unified HRMS software in order to track the mood and morale of the employees and determine how to increase productivity by keeping employees motivated at work. An end to end HR Solution like Darwinbox, Cake HR, Bamboo HR, Namely etc can help in tracking productivity, giving and receiving effective feedback and appreciating and recognising employees by enabling peer-to-peer recognition. This will help in building a culture of recognition and gratitude at work.

Impact of Recognition In Times of COVID:

Many would like to show gratitude in the best of their times but rarely at the lowest point. And it becomes even more difficult to express gratitude when everyone across the world is under a crisis like COVID. A pandemic forces people not to interact, not to converse face to face, which would make people feel agitated when they are all alone at home with zero social life. The tendency will prevail as the work from home culture evolves to be permanent. Therefore, now when more than half of the corporate population across the world are working remotely it becomes even more important for HRs to focus on recognition to keep employees motivated which in turn will enhance productivity at work.

“As we express our gratitude, we must never forget that the highest appreciation is not to utter words, but to live by them.” – John F. Kennedy

While formal recognition programs like annual employee awards are valuable, recognition shouldn’t be restricted to once in a year affair. It should be continuous and holistic. HR should encourage managers to recognize their reportees and peers in impromptu ways. With employees working from home, managers could start their virtual meetings by calling out good work done by the employees from the past week. In addition to regular meetings, managers should also encourage their team to set up virtual celebrations where anyone can voice their appreciation for each other. These virtual get-togethers can help foster connectivity at a time when people need it most.

Ways of Gratitude:

Gratitude is not a measurable quantity that can be judged but seen as a matter of human quality which is inseparable from motivation and productivity. This is the key to a healthy and productive workspace, enabling gratitude to be a primordial virtue.

A way of recognition is by peer to peer appreciation where colleagues could show the impact of gratitude more profoundly, enabling the workplace to be holistic and stress-free. This would be more crucial when the workplace is online oriented, where the colleagues are unable to meet face to face in this crisis.

Another is to create a ratio where both praise and criticism is used to judge a service or event on an employee. This may at least force the employee to work more to better interact with their peers and clients. The measure of gratitude should not restrict to only this ratio, but also involve the following methods(Summer Allen, “ The Science of Gratitude”)

• The Gratitude Adjective Checklist(GAC)- This involves the employees to report a 1- 5 scale on the basis of these adjectives of gratitude, thankful and appreciative for any time period.
• The Gratitude Questionnaire(GQ-6) – It is designed to measure the level of gratitude of a person as a “ trait gratitude” using a 6 value set.
• The Gratitude Resentment and Appreciation Test(GRAT)- Another way to measure trait gratitude, with a rating system on a series of statements

These ways are only possible if the workspace encourages trust-building, promotes transparency, be open and tolerant of others’ views and opinions. It’s only possible if the workforce engages itself towards the feeling of esprit de corps. To express such an approach of gratitude, it is recommended to adopt these three simple practices at work.

• Formulate a reward strategy
• Maintain a recognition journal
• Come up with innovative ways of recognition like-

1. time-off to be used at a future date,
2. free breakfast or lunch for those still coming into work,
3. gift cards to local restaurants

Today as automation has taken over almost every department of business operations, the HR department is not far behind. The new age advanced HRMS software available in the market today are designed to automate every HR task to save the time and efforts of the HR personnel and at the same time, boost efficiency and productivity of HR department. Digital HRMS, Pocket HRMS, Keka and Beehive HRMS are good examples. Having said that, HRMS is perhaps the most data intensive software in organisations today. In such a scenario, it becomes extremely important for organisations to ensure optimum protection of data from breaches, external threats and vulnerabilities of all sorts. HRMS advanced security features are thus, extremely essential for ensuring protection of employee data within the organisation.

There are several threats to human resource data in today’s world. To begin with, more and more HRMS software are now hosted on the Cloud, to make way for applications and on-the-go access. The rise in the popularity of enterprise mobility has taken things a step further, as now employees access HRMS software on the mobile devices of all kinds, including smartphones, tablets and laptops. Even as more and more employees access HRMS software on their very own devices, there is the risk of malware and other threats creeping into the application. After all, the more number of devices on the network, the higher the chances of threats creeping in. This is the reason enterprise mobility has resulted in stricter security measures in enterprises across the globe.

The fact that not many people are aware of the consequences of compromise in data security, means the stakes are high. Surprisingly, a significant amount of data breaches happening in organisations across the globe, are directly or indirectly a result of employee activity. This calls for the need for an initiative to raise awareness about information security in organisations today. Also, controlled access and role based access to information is a good measure to prevent misuse of sensitive information.

Talking about HRMS advanced security features, here is a quick look at what can be expected from the new age HR software that the organisations are investing in today.

Key Features of New Age HRMS Software

• Encryption of user data
• GDPR Compliance
• SSL certification
• Physical data security
• Role based access to data
• Measures against unauthorised access
• Controlled access
• Internal security controls
• Strict password policy
• Data purging policy
• IP based access restrictions
• Antivirus and firewall

As cybercrimes continue to rise, there is an ever increasing need to step up when it comes to information security in organisations. As data is being gathered from different sources, there is a very high possibility of threats and malware linked to this data, being transferred into the system of the organisation. This can prove to be highly damaging and the consequences can be disastrous.

Hence, it’s high time the enterprises woke up to the seriousness of the situation. There is the urgent need to take concrete steps for complete security of HR and employee information. Advanced HRMS security features are a must-have if organisations want complete protection of information that they have stored and maintained in the database.

The good news is that the new age HRMS software that one finds in the market today, have these HRMS advanced security features built in, so all that the enterprises need to do is get one such software and use it to the maximum potential.

Centennial Colleges Human Resources College Program Takes 2 Semesters to Complete

by

Emma

This human resources program teaches you how to be a manager rather than just an employee of human resources, says Andrea, a student of the Human Resources college program at Centennial College. Its teaches you how to lead people, how to deal with difficult situations, how to answer questions from people who may work for you. I chose Centennial because its the only college that actually offers a payroll course.

Andrea has highlighted one of the most important aspects of the two-semester Centennial College Human Resources Management program. It focuses on teaching students how to be leaders so that they may be comfortable in a managerial position upon graduation. This is achieved by emphasizing the human resources management areas of: compensation, hiring, performance management, organization development, safety and wellness benefits, employee motivation, communication, administration and training. As it is a post-graduate program, those applying to Human Resources must submit an official transcript demonstrating proof of successful completion of a post-secondary advanced diploma or degree program, open to all disciplines. Applicants presenting a combination of partial post-secondary education and relevant work experience will be considered.In addition, an interview, transcript and rsum review may be required. Please note that English proficiency will be considered in the admission process. Applicants must demonstrate an acceptable level of English language proficiency in order to be considered for admission. Applicants whose first language is not English, and who have studied in an English language school system, for less than three full years may meet English proficiency requirements by providing satisfactory results in an English Language Proficiency test. This Human Resources college program uses case studies, simulations, project-based learning and places an emphasis on developing project management, teamwork, report writing and presentation skills. In addition, there is a strong focus on HR trends such as managing diversity, alternative dispute resolution, computerized human resources systems, pensions and benefits. Lastly, experienced professors teach students computer and Internet technology for performing HR functions as well as HRMS training using a SAP. Specific courses featured within the program include: Human Resources Management in Canada, Contemporary Organizational Behaviour, Management Accounting for Human Resources, Staffing Organizations, Strategic Compensation, Labour and Employment Law, Employee Health and Safety, Training and Development, Industrial Relations, Alternative Dispute Resolution, Pensions and Benefits, Human Resources Strategy and Advanced HRMS. If you attend this Human Resources college

program your eligibility to earn the CHRP designation granted by the Human Resources Professional Association of Ontario (HRPAO) increases marketability. In addition, graduates can apply their credits towards a Masters degree with the University of Western Sydney. Lastly, upon graduation, Centennial College students obtain positions such as: HR Administrator, HR Generalist, HR Recruiter, Compensation Analyst, Trainer, Pensions and Benefits Administrator, and Occupational Health and Safety Officer.

Emma is the author of this piece about the Human Resources Management program at Centennial College in Toronto. She notes that the undertaking covers topics such as Human Resources Management in Canada, Contemporary Organizational Behaviour, Staffing Organizations and more.

Article Source:

ArticleRich.com

By Greg Garner

Healthcare is the second fastest growing economic sector in the US, with more than 14 million people working in this field. Healthcare workers are exposed to a variety of risks, which are uncommon for other professions. This is why it is both beneficial and mandatory for medical personnel to acquire a certification in General Expectations and Hospital Safety. Read below to find out some interesting facts about this type of training.

—

Within the general expectations and hospital safety course, healthcare workers will have to participate in HIPAA privacy compliance training. Companies that work with hospitals have to adhere to a certain terminology and have to undertake actions which comply with the Health Insurance Portability and Accountability Act.

—

There also are special compliance courses designed for people who work in the Human Resources of a hospital or of companies that deal with health insurances. There are certain standards that must be followed within the medical field and training courses strive to make all employees aware of them.

—

Large hospitals usually employ compliance officers to take care of the periodic trainings, while other healthcare facilities turn to external companies.

—

Hospital safety courses include modules on certain incidents or accidents that are specific to the medical environment. These modules focus on latex allergies, handling instruments, and operating medical devices.

—

Medical workers are exposed to a series of contagious diseases, which is why hospital safety courses include lectures on the prevention of influenza, prevention of other airborne infections, planning measure in case of a pandemic crisis, the exposure to tuberculosis and Legionnaires ‘ disease.

—

Healthcare workers are also kept updated on the vaccines they need to have when entering a medical facility.

—

Another hazard specific to the medical environment is radiation. The radiation safety course includes regular inspections that ensure that state nuclear safety regulations are being followed and also educative courses offered for staff members. These courses are held by radiation safety officers, who have a degree in medical physics. Courses focus on the appropriate use of specific equipment, such as cyclotrons.

—

One of the major safety threats in a hospital is caused by needle stick and sharp injuries. This is why hospital safety courses focus on the appropriate use and disposal of needles and other sharp items. There are certain standards that must be followed, such as disposing of needles in puncture-resistant and leak-proof containers, labeled with the word ‘biohazard’.

—

Healthcare workers need to attend recertification courses from time to time, because general expectation and hospital safety credits expire every couple of years. This issue is usually handled by the administrative office that informs employees ahead of time.

General expectations and hospital safety training is relevant for any type of healthcare worker, from people who have direct contact with patients, to administrative employees, and maintenance staff. Preventable medical errors cause the unnecessary loss of thousands of deaths and billions of dollars, and this is exactly what hospital safety training tries to avoid.

For more information, please visit our General Expectations and Hospital Safety website.

About the Author: For more information, please visit our

General Expectations and Hospital Safety

website.

Source:

isnare.com

Permanent Link:

isnare.com/?aid=1626587&ca=Advice

By Jacob Coroner

Perspective Software is one of the world’s leading developers of business process management (BPM) and enterprise content management (ECM) software. Established more than a decade ago in 1988, the company is well known for their flexible and versatile range of products and solutions. The products of the company are used in several industries that include business enterprises, government offices, institutions of higher education, health care and so much more.

A brief history of the software company

Perspective Software started out as Genesis Software and focused primarily on developing software for accounting. The company changed its first name to Perspective Vision in 1995 as it began to shift its development operations to their trademarked product ImageNow. The company also began to develop software in the areas of workflow, imaging, and document management. In 2004, the company abandoned its second name in favor of its current name.

In 2010, Perspective Software was purchased by Lexmark International Inc. as a standalone business unit. The result has led the company to expand its reach throughout the entire world. The central office is still based in the United States, in Kansas to be more precise, but has offices in locations in all continents such as: Singapore, France, Australia, the United Arab Emirates, United States and Brazil.

Most recently, Lexmark International Inc. had come to acquire two other companies, Australian ISYS Search Software and the American Nolij Corporation. The two companies will help supplement the work conducted by Perspective Software.

Currently, the company also has partnerships with several major hardware and software companies such as: IBM, Oracle, Lawson Software, Xerox, Microsoft, Microsoft Dynamics, Canon and so much more.

Company products and services

The company is famous for its flagship product ImageNow. The product includes document imaging and management solutions, and workflow management systems. Their products are efficient and versatile. The company promises and boasts an immediate high return on investment.

The company’s service teams are among its greatest assets. It has an all-inclusive portfolio of services which can bring an organization to greater heights of operational efficiency. These services helps an organization take full advantage of their investments in ECM technology.

Products as Services

Perspective Software also offers a very unique kind of service. Unlike other software products out there, the company allows customers to use their software as a service. This service is referred to as SaaS which stands for Software as a Service. This allows organizations access to their software through a subscription service in working environments that are managed and maintained by the company.

Awards and Accolades

The company and its key figures have one for themselves several awards. The company’s CEO and president Scoot Coons is a recipient of the Ernst & Young Entrepreneur of the Year award. The company itself has been voted as one of the ‘Best Places to Work’ by its employees in Kansas for five times. Last, but not least, Perspective Software has also been inducted into the ‘Hall of Champions’ by the Kansas City Business Journal.

About the Author: Looking for a company which will do

Perceptive software

and

Perceptive software

for you? We offer the services at Tallega.com

Source:

isnare.com

Permanent Link:

isnare.com/?aid=1700472&ca=Computers+and+Technology

By Flora Richards-Gustafson

A funeral director should be a person who can provide support during times of great need by acting as an experienced source of guidance. As in any business, some funeral directors are more up front than others. Here are three questions to make sure you get the best service available, and at the best cost.

1. What services do you provide?

Since memorial homes are often family businesses, services offered vary by establishment. Look for directors that offer consolation and act as listeners, crisis managers, and tribute planners. Possible tasks for your funeral director include:

– Completing any necessary paperwork,

– Contacting physicians, florists, newspapers, and any other vendors,

– Attaining licenses and death certificates,

– Contacting family, friends, and solicitors,

– Coordinating the details of a funeral service or memorial services with clergy members, and

– Recommending local support groups and other sources of professional help.

Often, funeral directors’ most important role is taking care of the body. Be sure to ask your director what options are available for internment. These choices may include:

– Earth burial: one of the most popular forms of interment. This requires a cemetery plot and usually includes additional costs such as fees for opening and closing the grave.

– Aboveground Burial: this type of entombment requires purchasing a crypt within a mausoleum designed specifically for that purpose.

– Cremation: Cremation usually involves placing an urn in a columbarium. An urn could also be buried in a cemetery. If cremation is chosen, services such as visitation, the viewing of the body, a memorial service, and funeral service may still be conducted.

– Anatomical Gifts: Organs and tissues may be donated without interfering with the preparation of the body for funeral services. A funeral director should be able to guide one through this process.

2. What is the cost?

Funeral directors must provide the consumer with service prices over the phone and be able to provide the same in writing before any goods are shown. All costs associated with any services must be explained: no hidden fees are allowed. Before making any payments, see that all costs and services are in writing.

Directors should never be charge an extra fee for purchasing internment containers elsewhere. Additionally, they must go over all the options for disposition: cremation, embalming, direct burial, etc.

A funeral director can assist budgeting, arranging payment plans, and suggesting financial assistance options. Local funeral and memorial organizations can help point one to a reputable funeral home and may be even able to negotiate discount rates for those in need.

3. Why should I hire you?

Like any business owners, funeral directors should be able to tell you what sets them apart from their competitors. Also consider how much experience this person has acting as a director and what type of support staff is in place. Ask if the staff receives mandatory on-going training to ensure professional development.

No family should have to face the loss of a loved one uninformed and unprepared, and keeping the above questions in mind will help you find a funeral director that can provide valuable knowledge and expertise to help you and your loved ones through difficult times of loss.

~Flora Richards-Gustafson, 2009

About the Author: Valley of Life invites you to read more about

finding a funeral director

that will help you through the funeral planning process. After the funeral, find a way to celebrate your loved one’s life on Valley of Life, a

free memorial tribute site

for family members and friends.

Source:

isnare.com

Permanent Link:

isnare.com/?aid=374442&ca=Death