#reducing employee turnover

[youtubevideopromotion]

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[trexalicious]

A scathingly brilliant piece from Jan Moir...🤣

Like a cavalry galloping to the rescue of their wounded leaders, former and current employees of the Duke and Duchess of Sussex rushed into print this week to big up their bosses.

In the pages of Us Weekly, an influential American showbiz magazine popular with teens and teen-moms, print and online readers were breathlessly informed by Team Sussex that Prince Harry was a super-great guy, no airs and graces, just a regular dude, rah-rah-rah.

Meanwhile, what about girlboss Meghan? According to those who worked for her and lived to tell the tale, she was completely marvellous, too. No, really. Pass me that halo and let her duchessy love light shine.

For she was kind and thoughtful. She made great gourmet snacks. 'Some of my favourite memories,' said former Archewell president Mandana Dayani, who lasted 18 months until she left in 2022, 'were during our weekly meetings in her Montecito home, where Meghan always served the most incredible lunches and her latest beautiful concoctions.'

I am imagining exquisite delicacies such as 'vegetable soup' and 'green salad', ­possibly even a delightful 'egg‑based ­omelette' sourced from the in-house ­rescue chickens.

As the Sussex staff detailed the ­positives for posterity, it was hard to determine the true nature of their ­relationship with their bosses. Attorney-­client, doctor-patient, jailer-inmate, star-civilian, duchess-serf?

And was it my imagination or were the outpourings of these worker drones ­reminiscent of the rising hysteria of ­someone chained to a radiator in the basement of Archewell Towers, hoping to get home by Christmas?

According to their parti pris gibberish, Meghan was a Tinker Bell of titbits, a Mother Teresa of munificence; this gift-giving goddess who lavished staff with bow-tied presents and on-brand sharing and caring.

'When I adopted my dog, the next day I had a luxury-brand leash and new collar on my doorstep,' said one former staffer, who amusingly thought the gifts were for her pup.

'They want to take care of us,' one ­current employee told Us Weekly. 'Meghan will do things like: 'You mentioned on the call your skin is bothering you. I put together a kit for you.'

Is that being kind and helpful? Is that tending to the pimpled lame – or a tacit message to up their game?

For those of us who have spent a ­lifetime working in offices and assorted workplaces, alongside good bosses and bad, the thought of a superior sending you a tub of wrinkle cream or some self‑improving unguent, well, it just makes me want to die.

But listen, there is more. Meghan, said one staffer, is known for giving credit where it's due.

'If you're in a meeting and a great idea is referenced, she makes sure to give props [respect and appreciation] to the person who generated the idea,' they said. 'And after a big trip, every employee gets a personal email thanking them for their contribution in making it a success.'

An email! Oh, how lovely. Isn't this low-level respect the very least a valued member of staff deserves?

These fawning responses in Us Weekly came in riposte to a ­damning article in The Hollywood Reporter, which stated that the Duchess's 'terrible behaviour' was the root cause of the high ­turnover rate of staff at the couple's Archewell company.

The report in the entertainment industry bible earlier this month claimed that many of those who work and have worked for Meghan are 'terrified' of her. It included quotes from sources calling her a 'dictator in high heels' who ­'belittles' people and has reduced 'grown men to tears'.

I should point out here that Us Weekly is to the Sussexes what Pravda was to Stalin and what The Guardian is to Labour MP Jess Phillips – a blaring bugle of uncritical support. So, we heard in great detail about Archewell team visits to the couple's ­Montecito mansion, where Meghan gave everyone ­baskets of flowers, fruit and eggs to take home. So darling of her! She also passed on her ­children's hand-me downs. Is there no end to her generosity?

One employee even told Us Weekly that despite Meghan's reputation as a mini tyrant, they had 'never' heard her yell. Instead, the Duchess gave her staff 'clear direction and is ­solution-oriented' – which makes her sound like a rather lovely and amenable bottle of glue.

And when it came to hiring staff, another raving Archewell acolyte insisted that the Duke and ­Duchess of Sussex always 'picked the best of the best from every field and watered the seeds for them to flourish'.

But what are Harry and Meghan growing for posterity out there in California – an Archewell empire or a damp squib? Seeds, ­solutions, eggs . . . what the hell is going on?

Of course, these accusations are nothing new to royal-watchers in the UK. The Duchess of Sussex has long been dogged by reports she promotes a toxic workplace environment, along with repeated accusations of what her lawyers insist to this day we must call ­'difficult' behaviour. In 2021, reports that the former actress had allegedly bullied and reduced staff members to tears at Kensington Palace were dismissed by the Sussexes as a smear. Yet it is no secret that the couple have lost 18 employees to date in their short time as a ­company entity in both the UK and the US.

One new American-based source blames 'unbearable' and ­'condescending' Meghan for the alarming 'churn and burn' rate. These rumours just won't go away – but the big difference this time is that it is US news outlets that are making the claims.

Maer Roshan, co-editor-in-chief of The Hollywood Reporter, said he stands by the story after a backlash that included one ­Sussex source saying the claims were 'fabricated'.

Former and current employees of the Duke and Duchess of Sussex rushed into print this week to big up their bosses.

Roshan told Access Hollywood: 'Our reporter talked to a very high-up source who works for the couple and said: 'Everyone is ­terrified of Meghan.'

'Duchess Difficult is a nickname that has trailed Meghan Markle for quite a few years. What is new is that this notion, since coming to America, that a lot of these rumours were manufactured by the Palace – the reporting that we did suggests that probably isn't true and there is still this ­undercurrent of fear.'

Many of you might remember Prince Harry, in his high, tight, aggrieved voice, telling the world in his various documentaries and interviews that: 'There is a ­hierarchy of the [Royal] Family. You know there is leaking, but there is also ­planting of stories.'

Even The Hollywood Reporter, a neutral observer, now raises an eyebrow at this. This is devastating for the couple whose reputation has survived so far by ­blaming their difficulties on the Royal Family and the British Press, instead of examining their own alleged bad behaviour.

Just a few issues ago in Us Weekly, the Duchess of Sussex was smoothing down the pleats on her kilt of no-guilt and telling everyone that she was opening 'a chapter of joy' in her life and that everything was hunky in her dory.

But now – yet again – the ­Sussexes are back at square one; expending time, energy, favours and friends in defending themselves against the indefensible.

We have been here before, we are back here again; swimming against this avalanche of bad press, slaloming though the ­snowdrifts of snark.

It makes me think, was this westward flight by the Sussexes – this bridge-burning journey into what they presumed would be a better, kinder world, patrolled by powerful friends such as Oprah and billionaire Tyler Perry – ­simply fuelled by a lust for praise and admiration that they felt was their due?

Yet no longer can Meghan and Harry present themselves to the world as a couple under siege, a pair of self-righteous smirkers who felt themselves to be the ­victims of racism and bullying.

The Hollywood Reporter has described them as 'poor decision-makers' who 'change their minds frequently', and added that Harry was a 'very charming ­person' but 'very much an ­enabler'. The poor fool.

Duchess Difficult and the ­Enabling Prince? It sounds like a ­terrible Harry Potter novel, only now there is no magic spell to make this fresh stink vanish into the Californian air.

[nenelonomh]

human resources management pt.3

this post is the third part to my little business exam revision series. the reason that i am making these posts is to study for my exam in a more enjoyable way.

part 1 | part 2 | part 4

today's post (written 27-05 and scheduled) focuses on pay and remuneration, performance appraisal, and recruitment and selection.

pay and remuneration

these two items make up one hrm topic. pay (generally) refers to wages, salaries, bonuses commissions, incentives, etc.. remuneration refers to monetary and non-monetary benefits such as sick leave and gym reimbursement. the purpose of pay and remuneration is to attract and retain employee talent, as well as to boost productivity and foster employee satisfaction.

let's focus on one example from pay and one from remuneration.

one example of pay includes commission, which refers to monetary incentives awarded to employees for hitting sales targets or other goals. the benefits of commission include increased employee motivation and potentially higher pay. however, customer satisfaction may be affected if employees are too focused on earning commission.

for remuneration, an example is paid time off. vacation days, sick leave, and other types of leave promote work-life balance and employee wellbeing. this may be costly for a smaller business, so remuneration packages must be well thought out and other departments (finance, marketing) must be worked with to achieve a well-rounded final package.

performance appraisal

performance management is a continuous process of identifying, measuring and aligning performance with the strategic goals of an organization. features of this hrm topic include clear goal alignment, continuous feedback, performance metrics, and KPIs (key performance indicators).

an advantage of performance appraisal is an increase in employee engagement because an employee's productivity directly correlates to their engagement experience. moreover, when performance appraisal is done well, businesses see a decrease in attrition rates. high employee turnover results in greater costs of hiring, lower productivity, and utilization of resources and time to train new people according to company objectives. performance appraisal works to combat this and reduce the cost of hiring.

performance appraisal may provide a challenge for companies since the basic system is to try and create a one-size-fits-all model. this simply does not work. employees might also feel demotivated due to perceived unfair evaluations during appraisal.

recruitment and selection

this is the largest hrm topic so far - and can be broken down into three main parts. internal recruitment, external recruitment, and the selection process.

internal recruitment is the action of filling roles through promotion and considering current employees to fill gaps. a business may choose to recruit internally because it can be cheaper, and quicker, and the business already knows the employee. this means that the employee is already familiar with the business and its operations. however, internal recruitment creates new vacancies - then, external recruitment must come in.

external recruitment refers to hiring employees who are not already in the company. this occurs when companies are looking for new perspectives/ideas, increased diversity, or when old positions need to be filled (when an employee has transferred/been promoted).

this can welcome a wider pool of applicants, fresh ideas, and increased experience and skills. however, external recruitment does not always result in recruiting a person who fits the job (or company).

in order to hire an employee, a hiring team must go through the selection process. it is a process that involves evaluating candidates based on their qualifications, experience, and other relevant factors to determine who is the most suitable for a particular job.

a proper structure is vital for effective and efficient recruitment and selection. here is the typical recruitment process: - identification of job vacancy - conducting job analysis - preparing recruitment documentation - advertising the vacancy

the general selection process: - shortlisting applicants - conducting interviews and assessments - selecting a successful applicant/s, and offering them the role

when performing recruitment and selection, the hiring team must decide how to assess a candidate. the two most common ways to do this is through an interview, or an assessment (or a combination).

interviews explore the applicant's personality and attitude - as well as discussion of their abilities and skills. although, this can be time-consuming, costly, and it doesn't always lead to the selection of the best applicant available.

assessments also look at the candidate's abilities, skills, personality and attitude, but in a more on-the-job way. the pressure from assessments may limit the applicant from exerting their true capabilities.

///

the hrm topics explored so far include demographic change, employee welfare, flexi-time, gig economy, immigration, pay and remuneration, performance appraisal, and recruitment and selection.

thank you for reading! i look forward to any feedback or questions from other ibdp business students (or anyone interested in business).

❤️ nene

image source: pinterest

[wolfiewhiskeybutch]

Help a transmasc butch grad student out by answering some questions!

Hi everyone! This is the point in my MBA where I'm going to be annoying and ask if y'all could please fill out this quick survey for my capstone project?

It's 8 questions long, takes about a minute-ish to complete, and covers burnout, work/life balance, work environment alternatives, and a modified work week (ex: 4 days x 10hrs).

Anyone can take it including if you're not currently working and it's completely anonymous!

Please rb and spread this to as many people as possible!

Thank you!!

[ingek73]

RITY NEWS

What It’s Really Like to Work for Meghan Markle: Staffers Reveal Truth Behind Rumors (Exclusive)

By Justin Ravitz and Jaime Harkin September 24, 2024

Hours after The Hollywood Reporter published a piece alleging Meghan Markle’s “terrible” behavior is the cause of the high turnover rate at the company she runs with her husband, Prince Harry, a current employee posted a note on Instagram passionately debunking the report. The September 12 article, which claimed that those who work for Meghan are “terrified” of her, included quotes from a source calling her a “dictator in high heels” who “belittles” people and has reduced “grown men to tears.” The staffer said the allegations made in the article are wildly inaccurate and damaging to both the Duke and Duchess of Sussex and members of their team. Current and former staffers quickly flooded the comments with statements of support. “Best bosses I have ever had,” one current team member wrote, while an ex-staffer added that their time with the Sussexes was “truly an honor.”

The Duchess of Sussex has long been dogged by reports she promotes a toxic workplace environment. Back in 2021, days before the couple sat down for an in-depth CBS News interview to share their story, The Times of London reported the former actress had allegedly bullied and reduced staff members to tears at Kensington Palace. In August, NewsNation claimed Meghan and Harry had lost 18 employees between their time in the U.K. and the U.S. (they launched Archewell Foundation in 2020), with a source blaming an “unbearable” and “condescending” Meghan for the “churn and burn” rate.

Several current and former staffers paint a different picture to Us. Ben Browning, their former head of content — who was responsible for getting their Harry & Meghan documentary on Netflix before leaving after his contract expired in early 2023 — says his experience at the company and with Meghan and Harry in general “was positive and supportive,” adding, “we all continue to be friends. The narratives we’ve seen suggesting the contrary are untrue.” Onetime chief of staff Catherine St-Laurent tells Us she and the couple have also “remained close” and says, “The time I spent working with Prince Harry and Meghan was incredibly meaningful to me.”

While Josh Kettler’s August departure as Harry’s chief of staff sparked more negative press, he says he was “warmly welcomed” by both Harry and Meghan and the Archewell team during his stint. “They are dedicated and hardworking,” he tells Us of the pair. “It was impressive to witness.”

Ashley Hansen, global press secretary to the duke and duchess and the head of communications for Archewell, says her bosses couldn’t have been more supportive when she had to take some extended time off for a serious surgery. “When I told them, I was met with the kind of concern and care a parent would express if it were their own child,” she recalls. “I was asked what I needed, how and if they could help, and told to take as much time as I needed.” Hansen says Harry and Meghan sent flowers and care packages, “but most profoundly to me, Meghan would personally reach out to my husband daily to make sure that we both were OK and had support,” she adds. “It meant so much to him and even more to me. You don’t realize how much that kind of kindness and thought means until you need it.”

Normal Hiccups

There’s little doubt the company — which employs a small team of roughly 16 full-time employees and is comprised of the Archewell Foundation (their charitable nonprofit), a production side (which deals with audio work like podcasts and their Netflix deal) and communications (Markle’s new lifestyle brand is a separate entity) — has had some growing pains. “Archewell is not unlike a start-up; it’s relatively young,” says Hansen, adding, “Two things can be equally true: you can be a great leader and still have turnover. No boss or company is immune to that.”

Adds a current employee who asked to remain anonymous: “People leave at any company — they get new opportunities, change their careers or feel their role isn’t the right fit. They also sometimes get let go. Those decisions are part of doing business.” Hansen maintains Meghan and Harry have no hard feelings toward anyone who’s left. “They want people to grow and to have opportunity — whether that’s within or eventually outside of [the company].”

Good Vibes Only

The current anonymous staffer says colleagues have been “dumbfounded by the claims,” adding, “It’s clear where this type of commentary is coming from. It’s likely made up from someone who’s disgruntled.” Browning tells Us the narrative is “simply a predictable attempt at creating intrigue through sewing false conflict.”

The office culture is positive. “This is the first company I’ve worked [where I] liked every person,” says the source. “Harry and Meghan picked the best of the best from every field and watered the seeds for them to flourish. We have an enormous microscope on us. But good things are happening.”

Staffers outside of the production team, which has an office in Hollywood, work remotely most of the time — including Harry and Meghan, who share an office at their Montecito home. Occasionally, staffers will gather at the couple’s mansion or meet at Soho Works. “The teams find ways to work together in shared spaces,” says a former staffer, adding that everybody’s welcome to request in-person meetings with Harry or Meghan wherever and whenever. While the Sussexes get dressed up for formal events, they sometimes show up at virtual meetings in baseball hats and T-shirts.

During weekly Zoom calls, Harry will chat casually with staffers. “He’s fun. He definitely takes the work seriously, but when a meeting starts, the first five or 10 minutes are all pleasantries, like, ‘How was your weekend?’ Or “How’s the construction going at the house?’” the ex-employee says. As a group, they go to happy hours and have holiday parties. “We’re planning a karaoke night,” adds the current staffer, “because we have two people getting married on the team.”

Sweet Gestures

Other acts of kindness from the duke and duchess? “When I adopted my dog, the next day, I had a luxury brand leash and new collar on my doorstep,” says the former staffer, who adds that parents-to-be are given brand-new gifts and top-notch secondhand stuff from the couple themselves “like unused car seats and baby items they no longer need.” During the Colombia trip, the duke and duchess texted a team leader to take everyone out for drinks.

“They want to take care of us,” the current employee says. “Meghan will do things like, ‘You mentioned on the call your skin is bothering you, I put together a kit for you.’” And during team visits to the couple’s Montecito home, no one departs empty-handed. “Whenever staff goes to their house, they leave with a basket with fresh flowers, fresh fruit, fresh eggs,” the staffer says.

Behind the Scenes

Meghan’s known for giving credit where it’s due. “If you’re in a meeting and a great idea is referenced, she makes sure to give props to the person who generated the idea,” says the former employee. “[After] a big trip, every employee gets a personal email thanking them for their contribution in making it a success.”

The former employee says Meghan is the first person to wish staffers a happy birthday and is “compassionate and understanding” when it comes to illness or family commitments. As for rumors of Meghan’s penchant for tantrums, the current staffer says they have “never” heard her yell, explaining that the duchess “gives clear direction and is solution-oriented.” And those reports of firing off demanding emails at 5 a.m.? Meghan’s official email signature reads: “My working day may not be your working day. Please do not feel obliged to reply to this email outside your normal working hours.”

On the Defense

Loyal staffers take the outside criticism to heart. “We’re here for a reason,” says the current team member. “If you come for our bosses, you’re coming for us. This isn’t a criminal organization. We’re trying to do good.”

A second former staffer recalls asking for a break during a low point in their lives and says Harry and Meghan were more than happy to give them time off, no questions asked. “I needed to be totally off the grid. They couldn’t have been more supportive and even paid me during my leave. It’s so in their nature to lean in and support and take into consideration that there is a human behind this job.”

“Part of the profound injustice of having to speak publicly on this in light of these endless and damaging narratives is that so much of the kindness, mentorship, and support that Prince Harry and Meghan share with others happens quietly behind closed doors,” says Mandana Dayani, who served as the president of Archewell for 18 months in 2021 and 2022. “I’ll never forget sitting on the floor in their kitchen while Meghan was feeding Princess Lily and cold-calling a dozen senators — their reactions were unbelievable — to ask them to advocate for paid leave.”

Dayani and Meghan traveled to Uvalde, Texas, after the tragic 2022 school shooting. “For hours, [Meghan] sat in a room with grieving families, going one by one to each person — hugging them and crying with them,” she recalls to Us, noting that Meghan has since kept in touch with the families affected by the tragedy.

While working with the Sussexes, she grew close to them personally. “Some of my favorite memories were during our weekly meetings in their Montecito home, where Meghan always served the most incredible lunches, snacks and her latest beautiful concoction.”

They all remain close. “These are kind, decent, caring people who I am very proud to call my friends.”

For more on Meghan, watch the exclusive video above and pick up the latest issue of Us Weekly — on newsstands now.

[bjrcrecruiting]

How Important is Cultural Fit in Accounting Recruitment

When it comes to accounting recruitment in Toronto, technical skills and qualifications are often at the forefront of hiring decisions. However, the significance of cultural fit cannot be understated. In a city like Toronto, where businesses are diverse and dynamic, finding candidates who align with a company’s culture and values is crucial for long-term success.

This blog post will explore the importance of cultural fit in accounting recruitment, the benefits of prioritizing it, and how it can impact overall team performance.

Understanding Cultural Fit in Recruitment

Cultural fit refers to how well a candidate’s values, beliefs, and behaviours align with an organization's culture. In the context of accounting recruitment, cultural fit plays a vital role in ensuring that new hires not only possess the technical skills required for the job but also mesh well with the existing team and the company’s ethos. This alignment fosters a sense of belonging, which can significantly enhance job satisfaction and productivity.

Why Cultural Fit Matters in Accounting Recruitment

1. Enhanced Team Dynamics

When team members share similar values and work ethics, it leads to smoother collaboration and communication. This is especially important in accounting, where teams often rely on each other to complete projects accurately and on time. A candidate who understands and appreciates the company culture is more likely to work harmoniously with their colleagues, reducing friction and promoting a positive work environment.

2. Increased Employee Retention

Hiring for cultural fit can lead to improved employee retention rates. When employees feel they belong to a company that shares their values, they are less likely to seek opportunities elsewhere. This is particularly crucial in the competitive landscape of accounting recruitment in Toronto, where firms face challenges in retaining top talent. By prioritizing cultural fit, organizations can reduce turnover costs and maintain a stable workforce.

3. Boosted Employee Engagement

Employees who fit well within their company’s culture tend to be more engaged in their work. They are more likely to contribute ideas, participate in team-building activities, and take initiative in their roles. High levels of engagement can lead to increased productivity and better overall performance. For accounting professionals, this can translate into more accurate reporting, improved compliance, and better financial decision-making.

4. Alignment with Organizational Goals

A strong cultural fit ensures that employees are aligned with the organization’s goals and objectives. In the accounting field, where adherence to compliance and regulatory standards is crucial, having team members who understand and support these values is essential. When new hires resonate with the company culture, they are more likely to prioritize the organization’s goals and contribute positively to its success.

How to Assess Cultural Fit During Recruitment

To effectively assess cultural fit during the recruitment process, accounting recruiting agencies in Toronto can implement various strategies:

1. Behavioural Interview Questions

Incorporating behavioural interview questions can provide insights into how candidates have handled situations in the past and whether their values align with the company culture. Questions like, “Can you describe a time when you had to adapt to a new team environment?” can reveal a candidate’s adaptability and willingness to embrace the company’s culture.

2. Involving Team Members in the Hiring Process

Involving current team members in the interview process can help assess whether candidates will fit in well with the existing team. By allowing team members to interact with candidates, organizations can gain valuable perspectives on how potential hires will mesh with the group.

3. Cultural Assessments

Utilizing cultural assessments or personality tests can also aid in identifying candidates who align with the company’s culture. These assessments can provide insights into a candidate’s values, work styles, and interpersonal skills, helping recruiters make informed decisions.

Transparency About Company Culture

Being transparent about the company culture during the recruitment process is essential. Organizations should clearly communicate their values, mission, and work environment to ensure that candidates have a realistic understanding of what to expect. This transparency allows candidates to self-assess their fit with the organization, leading to more informed decisions on both sides.

The Role of Accounting Recruitment Firms in Toronto

For businesses in Toronto, partnering with a reputable accounting recruiting agency can streamline the recruitment process while ensuring a focus on cultural fit. These firms possess in-depth knowledge of the local market and have access to a vast pool of talent. They understand the nuances of different company cultures and can effectively match candidates not only based on their technical skills but also on their cultural alignment.

Top Toronto accounting recruitment firms use a comprehensive approach to vetting candidates. By integrating assessments for both skills and cultural fit, these agencies can present companies with candidates who are likely to thrive within their unique work environment.

While technical skills are vital, aligning candidates with the company’s values and culture can significantly impact team dynamics, employee engagement, and retention rates. Organizations that prioritize cultural fit in their hiring processes are better positioned for long-term success.

At BJRC Recruiting, we understand the importance of finding candidates who not only excel in their roles but also contribute positively to your company culture. Our expert team is dedicated to connecting you with top talent in finance and accounting who are a perfect fit for your organization. Whether you’re seeking to fill an executive position or looking for specialized accounting professionals, we’re here to help you find the right match for your team.

Ready to elevate your accounting recruitment process? Reach out to BJRC Recruiting and let us help you find the perfect candidates who will not only excel in their roles but also enhance your company culture!

Know more https://bjrcrecruiting.com/2024/11/13/how-cultural-fit-affects-accounting-recruitment/

[hi-ma-ni]

BPO Companies: How to Choose the Best BPO Company in India?

Today, business process outsourcing has become a growing trend. With so much data and consumers to manage, corporate confidence in Best BPO Company has grown over the years. India's IT and BPO services sector has grown rapidly since its inception in the mid-1990s and today has a turnover of US$37.6 billion. The Indian BPO market has grown due to economies of scale, reduced business risk, cost advantages, improved utilization, and superior experience. Among competitors such as Australia, China, the Philippines, and Ireland, India is now the world's leading hub for the consumption of BPO services. India's immense popularity as a global outsourcing destination is due to the country's low labor costs and a large pool of skilled and skilled workers gave an opportunity to companies like Ascent BPO to provide better services at reasonable prices.

But since many organizations in India offer quality data entry services, companies only need to choose the best ones after they have done their homework. Look on our website to learn how to choose the Best BPO Company like us.

What is business process deploying or outsourcing (BPO)?

Before we get started, we want to give our audience an overview of what a BPO is. Business process outsourcing companies provide services that allow companies to focus on their core business. Let us consider this problem in detail. You may not have the time or resources for a separate organization that you can trust to handle other aspects of your business. These other aspects can be anything from call center operations, marketing, SEO, finance to human resource activities. The sky is the limit. Now that business process outsourcing has sparked some interest, let's explain what to look for in the Best BPO company.

Some Best BPO company are given below:

Tata Consulting Services:

Tata Consulting Services (TCS) is the second-best outsourcing firm in India. TCS is an organization based in Mumbai in Bangalore. TCS provides trading services, platform solutions, analytics, information services, and more. TCS has more than 400,000 employees in India and thousands of employees in other parts of the world. Tata Advisory Services will generate revenue of approximately $23 billion in 2020.

Wipro:

Wipro is a leading multinational company providing IT services, consulting, and business operations. They serve their clients by applying their expertise in cognitive computing, hyper-automation, robotics, cloud, analytics, and emerging technologies.

Ascent BPO

Ascent BPO manages multiple streams such as data entry services, data entry projects, data entry processing, web research, financial accounting, and call center services. Get the best outsourcing service at the lowest possible price here. Wide access to major Indian metropolitan areas such as Delhi and Mumbai, as well as other major cities in India such as Bangalore, Chennai, and Kolkata.

First source solution:

Firstsource Solution is a leading provider of customized Business Process Management (BPM) services to the banking and financial, customer service, telecom, media, and health industries. It is headquartered in Mumbai, and also has operations in the United States, United Kingdom, and the Philippines. In addition, Firstsource Solutions recently won Gold and Silver Awards at the UK Complaint Management Awards 2020.

UrbanTimer:

UrbanTimer is a VA company based in Kolkata. Believing that your experience will be "the best in your business," the company offers administrative support, customer service, content creation, graphic design, project management, QuickBooks services, startups, and more.

Professional BPO Qualifications: What To Look For?

Companies considering working with a BPO company should know what to look for in potential partners. If you're wondering how to find the most qualified BPO company like Ascent BPO, a few key qualifications are good indicators that you're doing business with experienced professionals:

1.    Proven experience:

Your business processes should not be executed by ordinary people. One of the most important qualifications for Best BPO company is proven experience in the industry. Excellent customer testimonials show that your business has been treated similarly.

2.    Specialized Services:

We offer a variety of functions and processes, and specialized services demonstrate expertise. If you're wondering how to find the most qualified BPO company, it's a good sign to find a company that specializes in a field similar to yours.

3.    Reliability and Security:

Because Ascent BPO handles confidential and proprietary company information, you want to ensure that your BPO company's data security measures are in place. If you can tell that a BPO company values ??reliability and security, you know your data is safe.

4.    Focus on Metrics:

Being data-driven is one of the most important skills a BPO company should look for. A metrics-driven BPO company tests and shows clients how it is performing.

5.    Transparency:

Transparency is an important factor if you want to know how to find the most qualified BPO company. If a BPO company doesn't seem honest or transparent, you won't be satisfied with their work.

You should browse through the above-given details about BPO companies to find the most qualified BPO company. These elements will help you determine which BPO company is the best fit for your business.

Resource:https://www.ascentbpo.com/bpo-companies

Useful Links:

[youtubevideopromotion]

The importance of ensuring that employees understand and appreciate the benefits provided by their company has never been more critical. There are some alarming statistics on the lack of understanding of basic health insurance terms.

[clunelover]

Okay great, I get to do the intensive outpatient program (half days - mornings) for anxiety/OCD. Starting in a few weeks. I now get to figure out what exactly I say to my boss and when. I’ve done it before but it’s been a long time!

For any of you who didn’t follow me back when I did this - I had terrible PPA after C was born. All my usual anxiety shit was ratcheted up, and I had some new things that seemed to have sprung up due to the Las Vegas shooting happening during my maternity leave. It finally got bad enough that social worker BFF said I should consider treatment.

At the time I did PHP (partial hospitalization - ie full weekdays) and then stepped down to IOP. I think it lasted 10-12 weeks between the two.

The program included some amounts of CBT, DBT, mindfulness, and art therapy, with the bulk of the time being spent on ERP (exposure and response prevention). Just doing exposures to trigger anxiety and sitting with it until it reduces at least by half. This is why I say I don’t want to go back - that shit is HARD. But it really works. Those of us with this flavor of anxiety get in a thought trap where we think anxiety is unbearable and that it won’t go away unless we [insert unhealthy behavior or ritual/compulsion]. But in fact it will eventually go away on its own. I just need to retrain my muscles for tolerating discomfort.

For me, some of the specific exposures were:

- for fear of being wrong, tell someone an incorrect fact on purpose (my favorite was “Massachusetts wasn’t one of the original 13 colonies.”)

- for fear of people thinking I’m weird, face the “wrong” way in an elevator

(Most of these things were done with employees at the facility. Not just random people on the street or something. Oh although one of my things was to send a work email without checking it for typos).

Eventually I built up to something they called “interroceptives” which were activities meant to simulate physical feelings of panic, like spinning in a chair or trying to breathe through a cocktail straw.

Anyway, when I did it the first time, I remember it gave me so much freedom. So many things I’d thought impossible or too scary, I could do. But the disinclination to sit with discomfort can creep back in.

I think my current issues are different than last time I went in! Back then I was still working as a statistician, so I had very specific “I’ve forgotten everything I learned in grad school” thoughts. Now that I do a different type of job, I’m more secure (although less so again with new hard to read boss). My current issues are much more social in nature. I can’t bear talking to other Girl Scout moms. All my friends actually hate me. Etc.

And more agitation about things needing to be “just right.” Almost all household chores except laundry are too overwhelming to start. Anyway, I’m pumped to get it all sorted out! And I hope my favorite mental health specialist is still there although that’s unlikely cause I think it’s a high turnover job. But we shall see!

[iqrahakeem02]

The Role of Innovation in Business Growth with HRMS System

Innovation is a critical driver of business growth, enabling companies to stay competitive, enhance operational efficiency, and meet the evolving needs of their workforce. One area where innovation has had a profound impact is in the implementation of Human Resource Management Systems (HRMS). An HRMS System is a comprehensive suite of software applications designed to manage human resources and related processes throughout the employee lifecycle. This essay explores in detail how innovation through HRMS contributes to business growth, covering aspects such as streamlining HR processes, improving data management and decision-making, enhancing employee experience, facilitating remote work and flexibility, supporting strategic HR initiatives, ensuring compliance and risk management, and providing scalability.

1. Streamlining HR Processes

Automation

One of the most significant innovations brought about by HRMS is the automation of repetitive and time-consuming tasks. Payroll processing, attendance tracking, benefits administration, and other routine activities can be automated, freeing up HR professionals to focus on more strategic tasks. Automation reduces the likelihood of errors, ensures timely and accurate payroll, and improves overall efficiency. For instance, automated time and attendance systems can track employee hours, manage leave requests, and integrate seamlessly with payroll systems, ensuring that employees are paid accurately and on time.

Efficiency

HRMS systems streamline various HR processes, making them more efficient and less prone to errors. Recruitment, onboarding, performance management, and training are all processes that can be optimized through HRMS. For example, automated recruitment tools can handle job postings, resume screening, and interview scheduling, significantly reducing the time and effort required to hire new employees. Onboarding software can provide new hires with all the information they need, track their progress, and ensure a smooth transition into the company. Performance management systems can set goals, track progress, and provide feedback in real-time, fostering continuous improvement and development.

2. Improving Data Management and Decision Making

Centralized Data

An HRMS centralizes all employee data, making it easily accessible and manageable. This centralized data repository improves compliance with legal requirements and company policies by ensuring that all necessary information is stored securely and can be retrieved when needed. For instance, maintaining accurate records of employee qualifications, certifications, and training can help ensure compliance with industry regulations and standards.

Analytics

Advanced HRMS systems offer powerful analytics and reporting tools that help in tracking key HR metrics, identifying trends, and making data-driven decisions. By analyzing data on employee performance, engagement, turnover, and other metrics, HR managers can gain valuable insights into workforce dynamics and identify areas for improvement. For example, analytics can reveal patterns in employee turnover, helping HR identify the root causes and develop strategies to improve retention. Predictive analytics can forecast future HR needs, enabling proactive workforce planning and resource allocation.

3. Enhancing Employee Experience

Self-Service Portals

HRMS often includes self-service portals where employees can manage their own information, request time off, and access company resources. This improves the employee experience by providing more control and transparency. Employees can update their personal information, view their pay stubs, and access benefits information without having to go through HR. This not only empowers employees but also reduces the administrative burden on HR staff.

Career Development

Tools for performance management, training, and development planning help employees grow within the company, which can increase job satisfaction and reduce turnover. Performance management systems provide regular feedback and support continuous development, while learning management systems offer access to training and development resources. Career development plans can help employees set goals, identify career paths, and acquire the skills needed for advancement. By investing in employee development, companies can foster a culture of continuous learning and growth, leading to higher employee engagement and retention.

4. Facilitating Remote Work and Flexibility

Cloud-Based Solutions

The rise of remote work has highlighted the importance of cloud-based HRMS solutions. Cloud-based HRMS systems enable remote access to HR functions, ensuring that employees and HR teams can perform their tasks from anywhere. This flexibility is essential in today's work environment, where employees expect the ability to work remotely and access information on-demand. Cloud-based solutions also offer scalability, allowing businesses to expand their HR capabilities as they grow.

Communication Tools

Integration with communication platforms can improve collaboration and communication among remote teams. HRMS systems can integrate with tools like Slack, Microsoft Teams, and Zoom, facilitating real-time communication and collaboration. This integration ensures that remote employees stay connected, engaged, and informed. Additionally, HRMS can support virtual onboarding and training, ensuring that remote employees receive the same level of support and development as their in-office counterparts.

5. Supporting Strategic HR Initiatives

Talent Management

Advanced HRMS features for talent acquisition, development, and retention help companies build a strong workforce that aligns with business goals. Talent management modules can streamline the recruitment process, making it easier to attract, assess, and hire top talent. Once employees are on board, HRMS can support their development through performance management, training, and career planning. By aligning talent management with business objectives, companies can ensure that they have the right people in the right roles, driving business growth.

Succession Planning

Identifying and developing future leaders within the company is easier with the help of comprehensive data and analytics provided by HRMS. Succession planning tools can identify high-potential employees, assess their readiness for leadership roles, and create development plans to prepare them for future responsibilities. By proactively managing succession planning, companies can ensure a smooth transition of leadership and maintain business continuity.

6. Compliance and Risk Management

Regulatory Compliance

An HRMS can help ensure compliance with labor laws and regulations by keeping accurate records and providing timely updates on legal changes. HRMS systems can track employee qualifications, certifications, and training, ensuring compliance with industry standards and regulations. Additionally, automated compliance checks can identify potential issues before they become problems, reducing the risk of fines and penalties.

Risk Mitigation

By maintaining detailed and accurate records, an HRMS can reduce the risk of errors and legal issues related to HR processes. For example, accurate time and attendance records can prevent disputes over working hours and overtime pay. Employee records can also provide documentation in the event of legal disputes, protecting the company from potential liability.

7. Scalability

Growth Support

As a company grows, an HRMS can scale to handle increased HR demands, whether that involves managing a larger workforce or expanding into new regions. HRMS systems can support multiple locations, currencies, and languages, making it easier for companies to manage a global workforce. Additionally, scalable HRMS solutions can handle increased data volume and complexity, ensuring that HR processes remain efficient and effective as the company grows.

Customizable Solutions

Many HRMS systems offer customizable modules that can be tailored to meet the specific needs of a growing business. Customizable solutions allow companies to add or modify features as their needs evolve, ensuring that the HRMS continues to support business growth. For example, a company might start with basic payroll and attendance modules and later add advanced talent management and analytics features as their HR needs become more complex.

Conclusion

Innovation in HR through the adoption of an HRMS can significantly drive business growth by enhancing efficiency, improving decision-making, and creating a better employee experience. By automating routine tasks, streamlining processes, and providing powerful analytics, HRMS systems enable HR teams to focus on strategic initiatives that drive business success. Additionally, HRMS solutions enhance employee experience by providing self-service options, supporting career development, and facilitating remote work. They also ensure compliance with legal requirements, mitigate risks, and provide scalability to support business growth. As businesses continue to evolve in a digital landscape, leveraging innovative HR technologies becomes increasingly crucial for maintaining a competitive edge and achieving long-term success.

HRMS systems represent a significant investment in the future of human resources, transforming the way companies manage their workforce and driving business growth through innovation. By embracing the capabilities of HRMS, companies can build a more agile, efficient, and engaged workforce, positioning themselves for success in an ever-changing business environment.

[taylorvp1]

Verifitech's Guide on the Significance of Employee Background Verification in 2024

In today’s fast-paced, competitive labour market, hiring the right individuals is critical to a company’s success and image. Background checks on employees are becoming more crucial than ever as companies strive to put together trustworthy, capable teams. Here are some justifications for its importance and potential benefits for your business. 1. Ensuring Workplace Safety Creating a secure work environment through background checks is one of the main goals. Employers may discover red flags throughout the hiring process, such as violent pasts, criminal histories, or other risky habits that could endanger clients or other staff members. This task is necessary to keep the workplace reliable and secure.

2. Maintaining the Company's Credibility Reputation is among a company's most valuable assets. Hiring persons with questionable backgrounds could lead to controversies and legal issues, which would harm the company's brand. In-depth background checks help to lower these risks by guaranteeing that only individuals with impeccable references and high moral standards are hired. 3. Verifying Background and Credentials Despite what the general public believes, resumes that are exaggerated or misleading are more prevalent. Checking a candidate's background helps make sure that their professional licences, employment history, and credentials are authentic. This ensures that the employee is capable of performing the job and shields the company from the costs associated with hiring underqualified personnel.

4. Reducing Unfilled Positions Making the incorrect hire can be expensive and time-consuming. The discovery of a mismatch typically leads to an early termination, increasing the cost of recruiting and onboarding replacement staff. Thorough background checks can significantly reduce the possibility of choosing unsuitable candidates, which will reduce turnover and foster a more stable workforce. 5. Compliance with Law and Regulation Requirements Many firms have specific legal requirements regarding employee background checks. Industries including finance, healthcare, and education, for example, usually impose stringent regulations to ensure the security and integrity of their operations. By abiding by these guidelines, the company avoids legal repercussions and wins the confidence of stakeholders and customers.

6. Safeguarding Commercial Assets Employees frequently have access to sensitive data and valuable resources. Background checks shield company assets from theft, fraud, and other misbehaviour by assessing the dependability of potential hires. For employment involving data administration, intellectual property, and financial transactions in particular, this is essential. Establishing an Effective Background Verification Process with Verifitech Background checks on employees must be conducted in a thorough and well-organized manner in order to reap the maximum benefits.

Here are some essential steps to take: Join forces with the Reputable Background Check Company, Verifitech: Verifitech and other specialised businesses provide the expertise and tools required to do thorough examinations promptly. Observe Legal Requirements:

Make sure your background check process complies with all relevant rules and regulations to avoid any legal issues. Be Truthful and Open with Candidates: Gain the consent of potential hires by outlining the verification process to them. This promotes transparency and self-assurance. Regularly Revise Your Verification Policies:

It is recommended to review and update your background check policy on a regular basis to reflect changing industry standards and legal obligations. Conclusion:

Background checks on employees are more than simply a formality; they are a strategic tool that can significantly affect your company's performance and ethics in 2024. Background checks are crucial to hiring trustworthy employees because they protect workplace safety, maintain the reputation of your business, and validate the qualifications of potential hires. Establishing a comprehensive background verification process with Verifitech is a proactive step that will contribute to the development of a trustworthy, efficient, and reputable business. In order to stay ahead of the competition in the job market, make sure your hiring practices are up to date and comprehensive.

[resourceinnhrsoftware]

According to 𝐆𝐚𝐥𝐥𝐮𝐩'𝐬 𝐒𝐭𝐚𝐭𝐞 of the Global Workplace, only 23% of employees are actively engaged globally 📉💼

It’s more crucial than ever for organizations to reduce turnover, retain top talent, increase productivity, and build better workplace relationships. 🤝

However, it can be managed with the 𝟔𝐂𝐬 𝐨𝐟 𝐄𝐦𝐩𝐥𝐨𝐲𝐞𝐞 𝐄𝐧𝐠𝐚𝐠𝐞𝐦𝐞𝐧𝐭

1 → Collaboration 2 → Care 3 → Communicate 4 → Career 5 → Clarity 6 → Confidence

From commitment to communication, each C intertwines for workplace brilliance (You can view more details in the infographics 📊 below)

Which of the 6 Cs of employee engagement do you struggle with the most? Share your experience with us 💬👇