Tag: gestão de recursos humanos

Dicas de Gestão

5 Technology Tips for Improving People Management in Your Business

People management is critical to the success of a company. When this management is well done, professionals are more motivated and committed to the overall objectives of the organization, which brings numerous benefits to the overall results. People management must go beyond operational practices and strategic thinking needs to be put into it, implementing new practices in the daily life of human resources. In today’s article, we present 5 technology tips for improving people management in your business!

Real-time resources management

Software that enables real-time business analysis such as Multipeers is very important for human resource management. With true, up-to-date knowledge of team availability, it’s easier to troubleshoot issues, rearrange work teams, and ensure business productivity. It is also possible to always be aware of the performance of each employee, which allows to solve any demotivation problems, for example.

Implement telecommuting

Increasingly, employees value perks beyond salary. Today, thanks to technology, it is possible to work from anywhere in the World, no longer being required to be in the office all week. Implementing one day a week of teleworking will motivate your team and in the long run you will feel the difference by increasing the productivity of each employee.

Optimize meetings (and do them only when needed!)

Meetings are often longer than what was needed, which causes a lot of time to be lost, increasing the demotivation level in the teams. There is software that allows you to plan meetings so that they don’t last longer than necessary. Similarly, meetings can be held through Skype and other similar programs, which eliminates the need for everyone to be physically present. Meetings should only be scheduled when strictly necessary, as the “waste of time” makes employees feel unmotivated and misled!

Use cloud services

Cloud storage is already seen as a competitive strategy that meets the needs of small, medium and large businesses. Companies like Google and Microsoft provide servers where files are stored the same way they are stored on a computer or mobile device. Files are stored miles away, but over the Internet, through a login and password, you can log into your account and access all your files. This facilitates document sharing by all team members, making collaboration between everyone simpler and more organized.

Invest in internal communication

Internal communication is often overlooked, but it is one of the most important areas in a company because it deals with an organization’s main audience: its human resources. It is important that there is fluidity in message transmission as well as transparency in the work environment. It is essential to implement business management channels and/or applications that facilitate communication between various departments, such as creating Whatsapp groups or creating an internal newsletter.

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The importance of real-time information for people management

The employees of a company are very important to your success (or failure!). Being attentive to their behaviors and treating their data in the best way is fundamental so that the company can monitor in real time what goes on with its employees. In this way, you will be able to make effective people management. In today’s article, we address the importance of real-time information for people management!

Understanding the term People Analytics

People Analytics is a term that will be very fashionable in the coming years. People Analytics is the process of collecting, organizing and analyzing employee behavior data in order to contribute to decisions made in the company, anticipating trends and adjusting strategies. “When we use data to understand the behaviors within the work environment that make people efficient, happy, creative, experts, leaders, followers, we are using People Analytics,” said Ben Waber, CEO of Humanyze. It is very important to use this form of analysis to obtain information about productivity declines, reduced employee engagement, and difficulty retaining the best talent. Using analysis tools in human resource management makes it simpler to analyze behaviors, understand why people act in a certain way, and take corrective action before it is too late.

Advantages of real-time analysis for people management

Decreased turnover in teams

Many companies face the challenge of seeing their teams change multiple times in a short period of time. Without realizing why, they are not able to retain the best talent, which means that there is little stability. By analyzing the data, it is possible to get to know each employee better and help him to feel better in the workplace, thus avoiding his or her leaving. It is important to know the motivations, long-term desires and opinions of the employees, because only in this way the management positions will be able to create a pleasant environment and where each employee feels good.

Smarter recruitment processes

Big Data in human resource management is a key factor in finding the right people for the right roles. For example, through Big Data it is possible to find out if people who have an interesting work experience are more likely to stay in the company for long periods of time or if the duration of previous experiences has an impact on the performance of the current job. Based on these results, the company can focus on the most relevant factors at the time of recruitment.

Performance evaluation

Real-time analysis through the use of tools such as Multipeers helps ensure that employee performance is measured more accurately by determining what times of the day the company has the best productivity rates. You can also identify which collaborators perform best. KPIs are very important for the correct management of people as they help us to work on information and gain important insights for decision making.

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The main implications of GDPR on human resources management

The General Data Protection Regulation (GDPR) will enter into force on May 25. In addition to bringing significant changes in the marketing area, it will also have a strong impact on human resource management. In order to avoid the large fines that non-compliance with the RGPD entails, companies need to introduce important changes in the process of personal data in a labor context. In today’s article, we address the key implications of GDPR in human resource management!

Necessary consent of the candidates for the processing of the data

If the tacit consent of the candidates was sufficient to enable the company to process their personal data, now companies need to obtain the explicit consent of the candidates for the processing of their data. Applicants who are not recruited must also give their consent for the processing of their personal data in future recruitment processes.

Updating database curricula

A written communication must be sent to the candidate in such a way that the candidate expresses his written consent to the retention of his data in the database. At this moment there should also be confirmation that the data is up to date and if not, the candidate should update them. If the candidate doesn’t respond to this communication, the company must delete the curriculum at the end of the established deadline.

Spontaneous applications

The human resources management area should create a procedure for obtaining consent from candidates submitting spontaneous applications where they accept the treatment and retention of their curricula. Here, the purpose of the data processing and the time frame in which the curriculum will be kept in the company database must also be indicated.

Company contact

Active recruitment can only be done with individuals who make their contacts available on platforms dedicated to the world of work, such as Linkedin. In this case, there is the will of the candidate to be contacted by companies. However, after the first contact, there must be an explicit consent from the applicant to the continuation of the processing of his/her personal data.

Preservation of personal data in the company database

The new regulation obliges companies to keep only the data that is up to date. In addition, there is a principle of minimization in the law that says that the data can only be kept by the company during the period strictly necessary. Thus, when a particular recruitment process is complete, human resources management must have a procedure to eliminate curricula and all the complementary documents collected during the process. The new law states that curricula will remain updated during a year and after this deadline the documentation must be deleted or there must be a written communication for the applicant to confirm or update their data.

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5 inspiring films about people management

People management is one of the most important areas in companies, but unfortunately it is one of the most undervalued. The internal public is the main public of the company, because it is through the actions of employees that the image of the company is created for external audiences. There are films with very valuable lessons on people management and in today’s article we have selected 5 inspiring movies that all managers should watch!

Charlie and the Chocolate Factory

In spite of being an eccentric film and with a lot of fantasy, we have the vision of a very effective selection process. Willy Wonka is the owner of the factory and creates a new place to take five children to meet the chocolate factory, through several challenges, which are authentic group dynamics. Willy Wonka had the entire process thought out and with all the particularities defined, just as a selective process should be. In this movie, we see that the right ad attracts the right people, with the ideal profile for the job. Anyone who went through all the challenges would have the job. This film is very good to show us that planning is essential in all phases of human resources.

Rocky

All of Rocky’s films, starring Sylvester Stalone, show us a motivational speech with the ability to make us start working immediately on all our plans and accomplish everything we always dream about. Rocky has incredible leadership skills and all human resource managers should be a bit like him! This film is also essential for the management of human resources because it shows us the difficulties that we are encountering along the way until we reach success. The main lesson is that despite the difficulties that are appearing, we must be able to stay strong to continue fighting!

The Devil Wears Prada

This is a must have movie! It has a cast full of good actors and tells the story of Miranda, an executive of Runaway Magazine, who hires an assistant and the relationship between them is very inspiring. This film shows us that our dream job may be far from perfect and that bad influences at work and over-competitiveness can interfere negatively throughout our lives. It’s an inspiring film about people management, which shows that good workplace environment is essential to the success of a business.

The Internship

This movie tells the story of two seasoned salespeople who start working as trainees on Google. To secure the place, they need to enter a competition with other candidates. In the beginning, they encounter difficulties due to the great difference of ages and knowledge between them and the new generation. However, in the end they can learn from the younger and younger learn from them. This film teaches us how important it is to value the knowledge of your team. Despite the management position it occupies, you must take into account that everyone has something to teach and that you can learn a lot from your employees. Encourage the sharing of ideas and knowledge among employees, as they will feel more motivated to evolve and work better.

The Imitation Game

This is a movie based on real facts that tells us the story Alan Turing, a mathematician with an above average intelligence, who is quite antisocial. The film takes place during World War II. At the time, the British government hired a team that had the purpose of decoding a famous code used by the Germans to convey their messages of war. The film teaches us that working as a team is fundamental and not giving up on adversity is the most important messages that you should convey to your employees as responsible for managing people.

 

Dicas de Gestão

Big Data and Human Resource Management: Find the Relationship

Companies are constantly looking to make the most of their data so they can make the best decisions for the business. Big Data is an increasingly popular term as companies look for solutions that enable them to manage information and gain the best insights. The area of ​​human resources has paid close attention to this giant wave of information that is created daily in companies. A study by Workday reports that over the next 5 years the use of analytical technologies over large volumes of data will have a major impact on human resource management. In today’s article, we address the relationship between Big Data and human resource management!

Understanding people’s attitudes

People Analytics is a term that will be very fashionable in the coming years. People Analytics is the process of collecting, organizing and analyzing employee behavior data in order to contribute to decisions made in the company, anticipating trends and adjusting strategies. “When we use data to understand the behaviors within the work environment that make people efficient, happy, creative, experts, leaders, followers, we are using People Analytics,” said Ben Waber, CEO of Humanyze. It is very important to use this form of analysis to obtain information about productivity declines, reduced employee engagement, and difficulty retaining the best talent. With the use of analysis tools in human resource management it becomes simpler to analyze behaviors, understand why people act in a certain way, and take corrective action before it is too late.

Delete high team turnover

Many companies face the challenge of seeing their teams change multiple times in a short period of time. Without realizing why, they are not able to retain the best talent, which means that there is little stability. By analyzing the data, it is possible to get to know each employees better and help them to feel good in the workplace, thus avoiding his exit. It is important to know the motivations, long-term desires and opinions of the employees, since only in this way the management positions will be able to create a pleasant environment where each employee feels good.

Smarter recruitment processes

Big Data in human resource management is a key factor in finding the right people for the right jobs. For example, through Big Data you can find out if people who have an interesting work experience are more likely to stay in the company for long periods of time or if the duration of previous experiences impacts on the performance of the current job. Based on these results, the company can focus on the most relevant factors at the time of recruitment.

Performance evaluation

Big Data helps ensure that employee performance is measured more accurately by determining what times of the day the company has the best productivity rates. You can also identify which collaborators perform best.

 

Multipeers is a business monitiring system that helps you analyze the huge amount of information that is generated daily in your organization. Through simple dashboards, you can instantly see where your business is and act immediately to get the best results possible!