I have decided to spent few bucks and I started a new website about Human Resources.
HRMAdvice.com
October 23rd, 2007 — General HR
Offshore Recruitment: Recruitment Outsourcing
October 16th, 2007 — Recruitment
In the search for potential costs cuts, many companies started to use outsourcing in the area of Human Resources. HR Outsourcing is a very modern topic today, but the results are puzzled.
Corporate Culture is the Competitive Advantage
October 13th, 2007 — General HR, HR Strategy
Corporate Culture is a very important aspect of the organization. Corporate Culture is a complex of corporate values, behavior of employees and management and leadership style inside the organization.
How to motivate employees
October 12th, 2007 — General HR, Performance Management
It was a hard discussion with one top manager. He wanted to motivate his employees and immediately provided his department with the solution. He was ready to decrease the base salaries and to increase the variable part of the salary.
Team Bulding Design
October 10th, 2007 — Career
Do you believe Team Building is the best way how to set up a team? I do not believe to this theory. I have the idea, that Team Building can very easily set a lot of issues among the participant of the Team Building activities.
HR Recruiter and Recruitment Agencies
October 3rd, 2007 — Recruitment
HR Recruiter is the employee responsible for the relationships with recruitment agencies. The recruitment agencies are like women you want to make them love you. HR Recruiter must press the agencies to lower the margins and the HR Recruiter must keep the recruitment agencies to deliver the best candidates to the company.
Best Job Resume Structure
October 2nd, 2007 — Career, Getting Job
You can see a lot of web advertisement about the best job resume structure and look-and-feel, but honestly - nothing like the best structure of the job resume exists. You can just have a better resume than the other candidates. The job resume, which comfortably meets the requirements of the HR Recruiter.
HR Business Partner’s Job Role
October 1st, 2007 — HR Role, Career
Many people believe they are the best candidates for the position of the HR Business Partner. But many times they do not understand the real job content of the real HR Business Partner. HR Business Partner is not the employee to drink coffee with the Business Leaders to make them feel good. Continue reading →
Fair and Transparent Compensation Policy
September 30th, 2007 — Compensation and Benefits
It is the biggest pain of Compensation and Benefits - how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations - the transparency and fairness of the compensation policy can be a real issue to the employees.
Right ratio between base salary and bonus
September 27th, 2007 — Compensation and Benefits
It is a quite common issue for many organizations - setting the right ratio between the base salary and bonuses of employees. The right ratio, which will allow to employees to feel the stability and attractive bonus, which will motivate them to reach a better performance. The balance can be delivered just by the right ratio between the base salary and bonuses.
The issue is more about the relationship between HRM and Line Management. The line manager usually believes in the power of high ratio between the base salary and the bonus. It is easy to understand as the manager believes in easier people management when the ratio is high as employees will be motivated to reach higher performance on their own.
In reality, this is not true. When you provide employees with the low base salary and the high bonus, it does not increase their performance automatically. Sure, for some employees it can be seen as a really high motivation, but the rest of the team can be quickly demotivated as they do not see the company and the manager as supportive part of their life. They feel to be abandoned in the moment of troubles on the market.
To make things even worse - when the bonus is really high the employees will spend a lot of their working time to find out the way how to get high bonuses without the performance outputs. The employees are clever enough to find out the way how to get it. It will spread as a fire then.
The common market practice is the maximum base salary vs. bonus ratio 70%:30%. When the bonus is higher than 30% of the annual base salary, the employees try to find the way to get their bonuses without value added to the company.
The bonuses work just when two main conditions are met. The employees must believe in the motivational role of bonuses, which is about the correct ratio between the base salary and bonuses. The second condition for efficient bonuses is the working and transparent goal setting process.
