How can human resources make a business competitive in the marketplace? Education!
Three steps for human resources to develop a learning culture in the workplace.
There may be several factors to a company’s success, but one of the biggest is when their workforce that can adapt and learn quickly. In business, change is a constant, and the human resources department who embraces change (and can learn and teach from it) is the one that will certainly benefit.
For human resources departments, developing an organization that values education is vital to the company’s health and prosperity. Stagnant and unmotivated workers can become an anchor that weighs down and sinks a business. Everybody in human resources talks about engagement; the corporate culture that values education and knowledge is one that has fully engaged workers.
However, fashioning a learning culture from scratch is not easy, especially when human resources is faced with employees that fear making mistakes, fail to challenge ideas based on merit, or constantly resists positive change.
When this is the climate human resources face in a company, something must be done!
Three steps that will guarantee to convert a lifeless workplace into one with a learning culture:
There will always be poor candidates applying for any given job. Of that, you can be sure. Why are you hiring them every single time?
Bad candidates are in any given applicant pool, and their shortcomings are not immediately obvious. However, hiring them does not have to be a forgone conclusion!
Even in today’s interconnected and social world, hiring manages and human resources personnel cannot catch the few rotten apples instantaneously. Good hiring practices take time, dedication and determination to weed out good from the bad. Companies must begin with an organized and a smart talent acquisition system.
Without a strong strategy, a company will hire the wrong person every time. Guaranteed!This means the endless energy and expense of starting the process again.
The smart choice is taking the time to do it right the first time. Poor hiring can be embarrassing to a company, leading to significant (and expensive) setbacks.
The biggest problems are hiring managers that focus on intangibles like “great potential,” believing the candidate will improve or resting solely on things like “gut feelings.” These make it extremely difficult to understand if the person will actually fit well in the company.
There are few guarantees in life, but use these four rules of negligent hiring, and you will always bring on the wrong candidate:
For both employers and job seekers, the whole process of filling a vacant position rests on one thing — a great interview.
Much hangs in the balance, and the dialogue of the interview can be the deciding factor. Hiring the wrong employee—not just lacking skills, but a poor fit for the company culture—can cost thousands of dollars in lost time, effort and productivity.
Interview questions should be more than a routine discussion about experience, education and work history.
Great interviews go deep into the aspirant’s enthusiasm, drive, dependability and creativity. Focusing only on responsibilities and skills is a mistake; you have to decide who the candidate is—as a person.
Employees without drive, motivation and commitment to the company will eventually be indifferent and incompetent. That is unfair to the employee, co-workers and the company as a whole, as well as being a burden on resources—and a money drain.