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Growth is frequently viewed as the moving power behind small businesses. Outsourcing is the business practice of hiring a party outside a company to perform services and create goods that traditionally were performed in-house by the company's own employees and staff. Outsourcing is a practice usually undertaken by companies as a cost-cutting measure (Alexandra Twin)

Outsourcing business functions is sometimes called contracting out or business process outsourcing. For a company to effectively outsource responsibilities, it is imperative to zero in on the business organization as much the logistics. Outsourcing is tied overseeing relationship more than service-level agreements, and is an organization, not a buying project. Keeping up and getting a believed relationship is fundamental in outsourcing endeavors and is more mind boggling than setting up service levels and relationships.

Human use communication as a channel to interact with each other in day-to-day life. Effective communication is a necessary tool in achieving high quality of performance and maintaining strong working relationships within the organization. The trust among employees can build up if everyone is spending time into delivering clear communication. Effective communication helps worker profitability and ties employees together. It builds team and increases employee performance and at an equivalent time it reduces turnover rate within the organization. However, weak communication within the organization will cause loss of confidence and ineffective operation. Organizations that are lacking in their communication don't accomplish the very performance as those that convey well.

THE NEED FOR SUCCESSION PLANING AMIDST COVID 19

It is easy to assume that things will continue as they have been when things are going well and business is functioning successfully on a day-to-day basis. However, whether big or small a business needs to identify and grow talents to fill business positions in the future to ensure a continued smooth running especially in this era where companies are compelled to reduce their workforce. The outbreak of the COVID-19 has shown

Human computers tackled issues going from stargazing to geometry, however as normal, these jobs have been replaced by the computers we use today.
The pandemic has hurt millions of livelihoods, daily employees and employers as a whole suffer furloughs, layoffs and closures become victims in the hands of coronavirus.
The nature of an economy, population size has either positive or negative influence of hopeful future. The need for organizational shields becomes of a necessity to standout in business locally and worldwide.

Thomas Watson Sr., chairman and CEO of International Business Machines once said To be successful, you have to have your heart in your business, and your business in your heart.”

Organizational Skill shield


Organizational skills shields are those related to creating structure and order, boosting productivity,

Today the face of Human Resource is a portal rather than a person making it a technology-based profession thus organizations are now practicing HR services through technology, web applications such as Human Resource Information Systems (HRIS) and this has adversely affected recruitment. Traditional recruitment process has not become irrelevant but technology has now made it easier and very simple which reduces effort for both applicants and recruiters, and enhances employer branding. Examples of such technologies used in recruitment are Applicant Tracking Systems (ATS), Cloud, Video interviewing tools, Psychometric testing tools etc.

Training has become necessary within the dynamic competitive market environment. As organizations attempt to survive within the turbulent dynamic market, strong emphasis must be laid on human capital so as to be competitive and financially solvent. However, there are other factors that affect organizations’ success;organizations must possess productive (i.e., effective and efficient) employees. In addition, organizations differentiating on the basis of human capital due to its intangible characteristics such as knowledge, skills and motivation of workforce increasingly sees it as invaluable in order to remain sustainable in the market. Thus, organizations should have employees that have capability of adjusting to swift dynamic business environment.

 

DEFINITION

Customer relationship management (CRM) refers to a strategy to better understand customers and their needs so that a company can have the best interactions possible with them.

Customer service is something very important to every business and its customers. Having a trustworthy and supportive customer service in place is essential to building key relationships with consumers and keeping them as loyal customers in which they can recommend you to other businesses who might need your services.

“Today’s customer really expects a truly extraordinary customer experience. That means your company, your brand and your experiences are not just in competition with people, they’re in competition with everyone”. By Robi Ganguly

Working life is a field where individuals spend an extraordinary piece of their lives. Individuals are required to add to society by acting naturally steady and profitable. Be that as it may, the capacity to act naturally strong and profitable can decrease because of mental health problem

"Make your mental health your priority"

Work-related stress is a major cause of word related infirmity, poor profitability and human error.

 

Use Legal Avenues as a Last Resort

When all other channels for positive conflict resolution are exhausted, companies may resort to legal avenues like arbitration and litigation. These should be approached as a last resort since they are costly and time-consuming, not to mention psychologically draining on all parties involved.

Last week, we started talking about managing workplace conflict. We'll continue this week as well. We have looked at the impact of workplace conflicts and also considered the first strategy in handling them. We will continue with the strategies

Set Expectations for Supervisor Involvement

While there will be times when a higher-up needs to get involved in a dispute between staffers, the response should not be to automatically take ownership of that problem. Rather, the focus should be on empowering staffers to analyze the issue, come up with possible solutions, and take action to put those solutions into place.

Work, by nature, brings together diverse individuals, each with their own unique temperaments, beliefs and work styles. With that, inevitably, comes conflict. Workplace conflict is an inherent part of professional life and no organization is immune from it.

Professional Recruiting, Headhunting, & Staffing Services

Finding and hiring the right candidate is challenging. When it’s time to scale your team and add new talent, partner with a professional Human Resource Company, The Capital Group Limited who can act quickly and efficiently without sacrificing quality. Since 1995, TCGL has consistently ranked among the top Human Resource Companies, attracting, screening, and placing qualified candidates on-demand.

For an outgoing, motivated person, a job in sales can be a pathway to a lucrative salary and a rewarding career. When you’re combing through sales job titles on a job portal or online advertisement, however, the path can seem anything but straightforward.

Once the dust settles from the COVID-19 crisis, many companies across the globe will find their finances shattered. Most organizations will fight to retain their businesses in order to find their feet once again. Business leaders and HR managers would need a new set of principles and practices of business/manpower development that would not leave them sitting ducks for the next crisis. 

Not only has the global pandemic taken a toll on the economic conditions of countries and brought down organization around the world, it has also changed our way of living; our perception and thinking, work routines etc. Employees’ way of life have been affected and that calls for a change from the normal pre-covid-19 patterns of work to an adjustment to the new norm of working within current (covid-19) trends and beyond.

As the pandemic resets major work trends, personnel management or Human Resource leaders need to rethink workforce and employee planning, management, performance and experience strategies.

A senior leader in a meeting told me that feedback is a gift. How can you ever improve if you don’t know where you need to shore up your skills or work habits?

That’s some of the best advice I’ve ever gotten and it has changed the way I think about negative feedback.

Many people get defensive or sad when they’re criticized at work. In many cases, the workplace has no feedback culture in place and people are not trained to give or receive criticism in a constructive manner. Giving and receiving negative feedback constructively takes a LOT of practice! 

Individuals with natural aptitude and skills are great asset to every organization and are worthwhile to engage. Talent engagement is the process of attracting the right people to your organization and getting them to fully engage and connect with your company’s values, goals, and principles.

It is essential that as organizations sail through these challenging times of COVID-19 and having to simultaneously keep pace with competition, they do not lose sight on employee / talent engagement as it is one the most important indicators in gauging work satisfaction and productivity.

No matter which framework companies choose to execute, the key factor to its success is who is in charge of the change management. TCGL shares a guide for what you need internally during change management and specifically who needs to be in charge.

 

Over the past decade, there has been a steady rise in the number of companies with employee recognition programs included as an element of the overall employee experience. Today, an estimated 89% of organizations have some version of an employee recognition program in place.

The current global health event has changed the way we go about our daily routines and don’t believe anyone could have foreseen its impact both at home as well as the workplace. Leaders and managers are reacting to the unstable work environment as fast as possible with very little time to plan. Many are used to operating a certain way and this new normal has caused quite a bit of disruption. Are organizations open and ready to adapt for how we do business in this COVID – 19 era?

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