“I don’t pay good wages because I have a lot of money; I have a lot of money because I pay good wages.” — Robert Bosch
Every organization aims to recruit the best talent available. However, there are many elements involved in becoming an organization or division that attracts the best talent. Many of the benefits of a successful recruitment strategy will be felt with the first hire, but over time additional benefits accrue. When your organization is known to be one that provides an excellent Candidate Value Proposition (CVP), you will begin attracting the very best candidates in the field.
Once you have a clear vision for what it will take to make you win the best talent, you then have to make sure that the key stakeholders agree that attracting the highest caliber people is crucial to sustaining and driving the organization and its competitiveness.
Effective recruitment is a crucial component of an organization’s competitive strategy. Recruitment involves targeting, attracting, and securing commitments from the most talented people possible, and the key to success is being prepared. Consider your organization as a product; what steps will you take to spice up your recruitment strategies in order to draw the cream-of-the-crop?
Recruitment, a 5-clock-hour course offered from MyCourseRoom, helps develop the following skills to prepare the foundation and eventually attract and hire the best candidate for each position in your organization. You will learn how to:
- Identify your organization’s specific needs and the required skill-set for each position.
- Develop and implement a recruitment strategy.
- Attract the best talent for each position.
- Use various screening and interviewing techniques including specific questions to ask.
- Evaluate and select the best candidate.
MyCourseRoom’s CEUs are accepted by the HR Certification Institute (HRCI). Sign up now at www.mycourseroom.com or email us at email@example.com for more information.
“You’ve got to think about ‘big things’ while doing small things, so that all the small things go in the right direction.” — Alvin Toffler
Tip of the week: When managers and employees understand how their activities relate to the business plan and the overall organizational goals, they begin to think and act similarly. These unified actions result in tremendous success for the organization and its employees.
Monitoring performance is a crucial element in any project or operation. It enables managers and employees to make decisions in a manner consistent with the overall goals of the team, division, and organization.
As a process, monitoring performance does not simply involve amassing data related to preset performance standards. In fact, it aims to optimize processes through increased efficiency and effectiveness. Since the factors governing these processes are always subject to change, a monitoring strategy must be flexible and adaptable, allowing options for expansion and enhancement of the process as better approaches surface.
The individuals in your organization that are actively involved in the processes being measured can contribute toward the design and implementation of a performance measurement plan. This not only increases their understanding of the performance measures but creates a feeling of emotional investment in achieving those measures. Besides, allowing employees to see how their individual performance relates to team, unit, and organizational performance – and then tying their performance to specific incentives – can create a powerful sense of motivation.
“There is no greater teacher than responsibility.” — Warren Bennis
Discover how to select effective performance measures by taking the free Monitoring Projects Effectively course at www.mycourseroom.com.
“A core competency of management is the ability to replace yourself – the ability to grow new leaders.” — C. Decker
Can you think of an individual whose sudden loss would be a significant blow to your organization? Why is this person so valuable? How long would it take to train a replacement to do as good a job?
In many organizations, having little or no succession plan wreaks havoc when the organization’s leader retires. Nobody is fully prepared to assume the top post. Although large organizations are at risk, the problem can prove especially severe at small companies, which often struggle, and sometimes collapse, after the founder or CEO leaves. What organizations are realizing is that succession planning should not be just for top management positions but should be across all areas of the organization.
Succession planning is more than just choosing the best available candidate for a position that is expected to open up because someone is retiring or changing jobs. Instead, this process aims to create a rich pool of leadership talent for some or all of the managerial positions in the organization. This process involves principles and procedures focused on people development in order to prepare managers for future leadership positions.
It is in an organizations’ interest to identify high-potential contenders early in their careers. In this sense, what an individual perceives as personal career development becomes aligned with the organization’s overall succession-planning needs.
“Succession planning has to be the responsibility of top management because you have to get people to do things that aren’t in their best interests.” — Will Byham
There may be significant points of resistance to organization-wide succession planning. Many managers tend to see succession planning as threatening, fearing that they may be training their own replacements. The integrity of the people you place in your succession pool is a crucial element to ensure the long-term continuity of the organization. The result of poor succession planning is often poor performance, which translates into higher turnover and organization instability.
MyCourseRoom offers an excellent Succession Planning course that will help your organization to develop and maintain strong leadership by guiding you through the succession planning process. Sign up today at www.mycourseroom.com and take the Succession Planning course at no cost to you.
As we begin 2015, most of us make New Year’s resolutions. The question is how do we know how we are performing relative to these goals? Performance reviews are designed to focus on a person’s performance of a job or task. Though skills, abilities, personal characteristics, and personality play a factor in our performance, our ‘outcomes’ or ‘deliverables’ are the key elements that are evaluated in the majority of performance reviews. Just like at work where managers review your performance, try to do the same for yourself.
Imagine that you are doing your own review. This can be a review of how you think you are doing at your job, handling your relationships with family and friends, or even your progress on that New Year’s resolution.
Ever hear the saying “you are your own worst critic”? This is true in many aspects of life. People tend to be harder on themselves than anyone else might be. Will you make yourself look like a genius, or will you beat yourself up about all the things that you think you do wrong?
The number one rule to any performance review is “Do not take it personally.” While this seems like a rather inept statement considering you are doing a self-evaluation, it is still true. Yes, it is a review of how you are doing but not of you as a person. Remember that you are evaluating outcomes you have and have not achieved and to what degree.
To learn more about performance reviews, take the free course “Performance Review” at MyCourseRoom.com.
Join us in the Club Forum discussion on how you evaluate your own professional and personal performance. Does this increase your motivation to improve as well as set new goals? Look for the Club Forum section on My Hub.
With the holidays ending, kids clamoring for our attention, school and work schedules getting back into full swing, “keeping the romance alive” sounds heroic or impossible. Relationships tend to be pushed to the background rather than given the attention that they need. We all need love and attention, just as our kids do. If we’re happy and content, our homes will be full of mirth, and our children will learn by example and find happiness more easily.
The biggest part of “keeping the romance alive” is making sure that the other person knows that you still care. It really is the little things that prove this. Below are three ways to help keep the romance in our relationships even in the chaos of our day.
- Go on dates – It may sound crazy but take some time out and go on a date with your significant other. This allows the two of you to spend time together and get away. This can be something as big as a cruise or as small as a walk around the local park.
- Write to each other – This does not mean that you have to write poetry or a letter to be mailed. These are little notes left in unexpected places or a short email/text saying “I love you” or “let’s go out for hot chocolate this weekend.” These can be fun and even a bit flirtatious.
- Create rituals – These rituals can be things like making dinner together twice a week or going for a walk after dinner, going to the movies on Saturday nights or making time to have coffee together in the mornings.
These tips go beyond just making sure that your marriage is healthy or your girlfriend/boyfriend feels special. This gives you time to get away from the daily stresses and spend time doing something fun with someone you love. To learn more about balancing relationships, take the free course “Balancing Work and Family” at MyCourseRoom.com.
Join us on the Club Forum board How do you find balance, to tell us what techniques you use to show your significant other you still care.
With the new year fast approaching, most of us think about our new year’s resolution(s). We all know the old stand-bys:
- Lose Weight
- Get a Better Job
- Save Money
- Get Fit
- Eat Healthy Food
- Manage Stress
Why not make MyCourseRoom.com part of your new year’s resolution. With our catalog of soft and hard skill courses that are PMI, CPHQ and CPE/CEU certified, we can help you grow and learn. Courses such as: Stress Management, Self-Esteem and Self-Confidence, and Time Management can assist with personal growth. While courses such as: Understanding Organizational Behavior, Performance Review, Scope Management and Quality Management focus on professional growth.
Below is a wonderful testimonial about MyCourseRoom.com and our courses.
Hope you are doing well! This is actually to inform you I have completed the MyCourseRoom training program and it’s one of the best things I have gone through and learned at my company. I completed the following courses:
Conflict Management: The best thing I learned in this was to look at the facts rather than going with the emotions and listening to the other person and putting yourself in his/her shoes and then making an informed decision which comes down to one principle i.e. Respect.
Giving and Receiving Feedback: Here I got to know the importance of giving honest and timely feedback and always welcoming feedback with an aim to improve on a regular basis.
Time Management: This was the best one I would say. Prioritizing your work and applying different rules like 80/20 and Murphy’s law one gets to complete tasks on time and eventually feel rewarded about it.
Communication: Here I learned what medium to use and when (Email, telephone or voicemail) along with the importance of body language in effective communication.
Team Building: Now this was something that I felt good about as I went through many things that I was practicing myself such as assigning different duties to seniors and creating a bonding through effective seat adjustments and keeping them focused towards one goal.
Last but not the least I would like to thank you and my company for providing me the opportunity to see and observe myself and things around me in a larger perspective so that I could overcome my flaws, see my strengths, focus on my present, plan for the future and grow myself and emerge as a true leader with all its traits eventually prove to be beneficial for the company’s and my success.
All of our courses are free to take, and the only cost to you is if you choose to print credentialed certificates ($10 per year), get transcripts ($15 per year) or take any of the paid assessments ($35 per year). If you decide that you would like access to all three of these options, it is $40 for a full 365 days (a $20 savings).
All too often “delegation” and “empowerment” are used interchangeably. Delegation is not empowerment. Delegation is when someone assigns a task to another person and then checks to see if the task is done. Empowerment is about giving an individual the authority to make decisions and be able to follow through once a decision is made. For example, customer service representatives may be empowered to offer a credit to satisfy an angry customer. In many cases, delegation and empowerment overlap, but they are not interchangeable.
“It is important to phase the process of empowerment, giving increasing decision-making authority to people as their capacity, skills, and knowledge increases.” – Empowerment and Accountability, MyCourseRoom.com
Empowerment is a process and like any process will take time to develop. However, such processes have tremendous benefits for the individual, the manager, and the organization.
Some of these benefits include:
- Improved quality: If someone has the authority to make a decision, they tend to put more effort and more interest into the quality of what they are doing.
- Better decisions: People doing the job know more about that job than anyone else.
- Increased efficiency: Requests or questions are dealt with faster because there is little to no red tape.
- Improved motivation and commitment to getting things done: The more say you have in something the more that you care. For example, if a student can select the subject of a book report, they will be more motivated to get the job done.
- Improved self-confidence and development: If people feel that they have stock in something, they are more interested in the outcome which will boost their confidence.
By empowering those that you manage and/or teach, you are allowing them to become part of the process and own what they are doing. This will in turn give a higher degree of satisfaction and quality. To learn more, take the free Empowerment and Accountability course at MyCourseRoom.com.