6 Things your HR Head should be doing right now

01 October, 2019
By Dharshini in Human Resource

6 Things Your HR Head Should Be Doing Right Now

The HR department plays an important role within the organisation. Employee welfare, benefits, onboarding, social activities - all typically fall under the purview of the HR department. Of course, all these are executed by the HR professionals and executives themselves but without the strategic direction from top management, these HR initiatives and processes might not even take off.

Given that the workplace and employee needs are constantly changing, here are six things that you HR head should be doing right now to meet these evolving needs.

1.Communicating with other leaders

The HR head acts as the voice of the HR department, communicating with other leaders to make strategic decisions and collaborate with other department heads to roll out HR initiatives.

2. Selling the organisation to the talent pool

As the HR head, he or she should be “selling” the organisation - be it in personal, broadcast or through social media. This goes beyond mere recruiting purposes but to also create a brand awareness amongst the talent pool, competitors and the broader community.

3. Encourage employees to be transparent

This works both ways and the first step is to be transparent with employees themselves. The HR head should be open to discuss about any political issues that crop up and this will also encourage employees to be transparent about their thoughts and feedback as well.

4. Promote a culture that embraces diversity

Workplace today is changing and with employees having various skill sets and personality, a one-size-fits-all type of organisation no long works within the workplace today. As the HR head, embrace diversity within the organisation and reinforce a culture that accepts employees for their differences.


5. Install just enough HR processes

When there are numerous processes in place, employees might feel overwhelmed trying to follow through with each HR process. Furthermore, they might feel stifled having to follow traditionalist processes without the opportunity to suggest enhancements to existing processes. Instead, implement sufficient HR processes that complies with regulatory requirements such that your employees do not feel stifled within the organisation.

6. Build a culture of collaboration

Today, teams within a department no longer work in silos. A collaborative working environment provides opportunities for employees across various teams to learn from each other. Additionally, this also allows employees to find out more beyond their existing career paths, encouraging lateral movements as well. The HR head should definitely be a strong advocate of collaborative culture.

7. Instill respect not fear

Most of the time, top management are unable to figure out what exactly is happening at ground level, given that most employees tend to “fear” high ranking employees simply because of their seniority within the organisation. Instead, replace this “fear” by having regular conversations with employees, feedback sessions or townhalls. As the HR head, the idea is not to let the seniority and power rule the employees, but to let employees know that with this seniority and power, you are able to act as their voices in times of strategic decision-making.

Here's how you can be more productive at work

24 September, 2019
By Dharshini in Human Resource

Here's How You Can Be More Productive At Work

With only eight working hours a day and a mountain of workload, most people would no doubt want to maximise their time in office.

However, how can one be truly productive at work when there are multiple "distractions" at work?

For starters, work constantly piles up every day. Once you have cleared a particular tasks, there will always be new tasks to work on. After all, that is the nature of work.

Then there is peer pressure. The pressure to appear busy and productive, as well as the pressure to take part in social activities and work lunches. However, if the company values face time over actually getting work done, employees will not have the incentive to be productive. Similarly, social activities and work lunches can leave employees drained from the social interactions, resulting in a less productive afternoon.

However, there are ways to numerous ways to juggle multiple tasks while being highly productive as well.

Identify the low value tasks

How would you identify the tasks which are deemed as low value? The trick is to classify your tasks into two categories: The task is of utmost importance and has to be done by today versus the task's deadline is the next day and can be delegated or outsourced to someone else. By classifying the tasks that you have on hand within these two categories, it is easy to prioritise which are the more critical tasks and which tasks can wait.

Remove these low value tasks

Once you have classified tasks that can wait or can be delegated or outsource to someone else, it becomes easier to complete remove these tasks from your to-do list to further increase productivity. One possible way to completely eliminate these tasks from your schedules is to classify them into three categories: tasks that you can stop doing within any negative effects, tasks that are easy to delegate and tasks that can be restructured. Once you are able to categorise your low value tasks into each of these categories, the next steps are rather self-explanatory.

For tasks that are easy to delegate, you can load them off to another employee, department or even automate the tasks. For tasks that can be restructured, it may require some organizational restructuring, to streamline certain processes so as to enhance productivity.

Finally, with your newfound free time, instead of spending it on clearing more work emails, why not work towards a work life balance. With a healthy balance between work and personal life, this will eventually help to increase productivity as well.

Raise the wages of service staff of implement a tipping culture?

20 September, 2019
By G-Team in Payroll

The wages for service staff has been a longstanding debate. These particular group of employees are subjected to long working hours, even longer overtime hours and nasty remarks from customers - all for a meagre hourly rate figure.

In countries like United States, service crew can rely on tips to boost their daily or monthly earnings. According to the United States Department of Labor, the minimum hourly rate that a tipped restaurant service crew in United States earn is USD2.13 (SGD2.85) per hour. In general, the tipping rate in United States ranges between 15% to 20% of the total bill, depending on the quality of service. Most of the time, these tips are for the service crew themselves to keep.

In Singapore, there is no minimum wage law implemented. However, service crew in Singapore can expected to earn only about SGD6 to SGD10 per hour. Moreover, tipping is not customary in Singapore - even in restaurants. In some places, such as airport, airport staff are forbidden from accepting tips.

With this single-figure hourly rate, coupled with the 10 hours and 6 days work week that service crew are expected to work, this brings their monthly salaries to around SGD1,000 to SGD1,500 at best. Is this amount sufficient for service crew to get by? Certainly not.

The solution? Raise the hourly wages for service crew or implement a tipping culture in Singapore.

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The ingredients to high employee engagement

17 September, 2019
By G-Team in Human Resource

Today, employee engagement is a big thing at every organisation. Of course, everyone is trying to figure out the key ingredients to creating a workplace whereby employees are almost “dancing” on their way to office and humming happy tunes while being busy as a bee.

Achieving this state of “happiness” within the workplace is certainly not easy. For starters, the act of going to work in itself can already cause employees to feel disengaged. Coupled with horrible bosses, lack of empathy towards employees, a toxic office environment (the list goes on), this can result in disengaged employees, low productivity and high turnover rates.

However, as the saying goes, when there is a will, there is a way. Here are the key ingredients to a high employee engagement within your organisation.

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