Employee Management Concept for Effective Workforce Handling

Employees are the most important determinants of a company’s success, therefore investing in a well framed employee management system will prove to be valuable. However, it should be considered that if they can yield benefits for a company, they can also incur losses if not managed properly. Employee time tracking is one of the features of employee management software. It saves on time and money, and is especially useful in cases of project performance evaluation. This software manages employee time sheets, as well as the record of each employee having a role in the project development. Right from lower levels of management to higher executive management positions, this system is needed for keeping track of each person’s professional contribution to the organization. Each level needs separate criteria designed for performance evaluations.

One of the main aspects faced in any company is regarding the payroll structure for the employees. There are many industries that have many departments and variety of designations where the pay structure varies from top to bottom job positions. Usually if the company strength is 25 or more it is more feasible to hire payroll software. The results of this software are required by the organizations i.e. equal and apt distribution of salary based on the criteria set.

The specialty of employee management software is that it can make to keep note and track of your company’s workforce even by sitting in any corner of the world. Organizations that have more than one office location can benefit well with this system. You can easily have track of your company’s employees and manage their workings. The software measures the total amount of time each employee devotes to a particular project and the skills being used for it. Such records help at the time of performance appraisal and promotions.

It reduces managements costs thus increasing profit percentage and lessened burdens on the company’s funds. EMS is very flexible and can adjust in any company’s frame of working. For all round business development effective employee management is necessary.

Those were primary reasons behind organizations using employee management software, it also helps in keeping track of employee’s time. Compare the features being offered by these service providers, the one that suits your organization’s needs and is according to your budget can be considered. A proper systematic system is required to evaluate their contribution to the company’s profit and growth.

Team Building Workshops – What are the Goals and Objectives?

In any Organisation, and at any level, a facilitated Team Building workshop can be a possible route to improve the Team and to foster high performance. A Team is a powerful entity, as we know from sport. A high performing Team not only achieves success, but also has dynamism and an energy that nurtures individual high achievement and a high degree of job satisfaction.

The Overall Objective

The overall objective of any Team Building Workshop should be that your Team is further down the road towards achieving the status of a high performing Team. This is a useful theme for the workshop, as it keeps the Team thinking forward to where we want to be, and planning how we can get from where we are now to the forward vision.

This fundamental objective gives us a framework that should be part of any Team Building Workshop –

1. Where is the Team now?

2. Where do we want to be?

3. How will the Team get there?

This framework can be used on a Team Build Workshop to address either or both of the 2 separate branches of the Team’s goals and objectives –

1. The Team’s objectives regarding our Team purpose, our Team goals and performance targets

2. The Team’s objectives regarding our Teamwork, how we effectively we work together to achieve our Team purpose and objectives

Both strands will come together at the end of the Team Building workshop, in the form of strategies, plans and actions to take us forward.

Team Purpose Objectives and Goals

When addressing our Team Goals and achievements in a Team Building Workshop, it is useful to begin with a fresh look at your Team purpose and where it fits in the Organisation purpose. It is also important to identify the Organisation’s strategic goals and the goals the Organisation has given the Team, as this is our context.

The objective in a Team Building Workshop then is to ask ourselves –

1. How well placed are we to achieve our Team Goals?

2. What are our strengths as a Team? What have we got to achieve these goals?

3. What is blocking, or preventing us from achieving?

4. What do we need to improve or develop to achieve success?

Our Goals in terms of Teamwork

Teamwork is the way we work together to achieve our goals. It includes our values, attitudes, relationships, and Team processes. The key to removing blocks and moving forward in a Team is to identify what PROCESS can we use to improve on this issue? There will always be a Team process that will improve relationship issues, effective work practices or blocks to high performance.

To move forward as a Team, it is useful to think in terms of Tuckman’s Stages of Team Development. This will give us a good objective framework to identify where we are, and where we want to be.

In the Team Building Workshop, the Team can –

1. Review and assess their current Stage of Team Development

2. Identify their future vision, where we want to be as a Team. This involves both a vision and clearly identified goals.

3. Identify clear short term goals, the next steps we must achieve to move them to the next level

4. Plan how we will do this, strategies and actions to achieve those next steps.

Planning the Team’s Way Forward

Taking the 2 strands of goals together, the Team can sift out the mission critical areas for future development. A good Team Building Workshop should finish with a brainstorm and planning session so that the Team has a plan for improving each specific issue. They leave with action plans and new Team Processes to enable the Team to work effectively together.

A Dive in the Blue Ocean.

In this Q&A, Professors Kim and Mauborgne give answers to important questions for HR professionals. The article outlines what key characteristics corporate leaders should have when leading and managing change during financially difficult times. They discuss how Blue Ocean Strategy, with its actionable frameworks and tools for both strategy formulation and execution, provides companies with a roadmap for strategic transformation including how HR can identify corporate leaders, and exactly how much of the process of change is to be led by HR rather than a corporate leader. The Work Style Magazine, Italy, July 2009.

CT + IT = Blue Ocean

An interesting article about how Culture Technology, which refers to the convergence of culture and technology to form a new business and information technology, creates what is argued to be a blue ocean. Korea’s Culture Technology Institute of Kyungwon University has been working on a massive scanning project since July 2008, which is taking the nation’s cultural artefacts and historic landmarks and scanning them into a digital 3D database. It claims that this project has reconstructed market boundaries and challenges traditional ways of experiencing cultural history and heritage, and that this new market space of cyber museums vitalizes the education systems and encourages noncustomers to become customers. Korea IT Times, Korea, July 8, 2009.

Nintendo’s Innovation Console: A Q&A With Reggie Fils-Aime, Nintendo’s North American President

This article introduces Nintendo’s latest innovation which they previewed at this year’s Electronic Entertainment Expo. The Wii Vitality Sensor, a hardware device that will monitor an interactive game player’s heart rate, is Nintendo’s most recent move to extend its blue ocean. North American President and COO, Reggie Fils-Aime argues that the combination of fun and fitness in the video-gaming world is becoming a red ocean and so Nintendo’s strategy is to push the envelope with the Wii Vitality Sensor towards creating compelling content and an entertaining experience in ways that haven’t been done before. Fast Company, USA, July 9, 2009.