21 July 2014

Prepared for the Holiday!

LUM_Photography_Atmospheric_2010_019I have had a number of discussions with my peers during the World Cup period about how the tournament has affected a number of different areas including work hours, productivity and team spirit. Although, we still occasionally hear our German friends and colleagues boasting about winning the World Cup, for the rest of us it’s back to normal.

However, since the holiday season has begun, normality is not quite restored for some employees (we’re talking about you guys who are already on the beach). It is a difficult task for a manager to make sure that their employees come back after their summer break with the same can-do attitude and work ethic that they left with.

If you haven’t yet taken your holidays then the following four tips could help your work life run a lot smoother whilst you’re away as well as preventing a buildup of work whilst you’re getting a tan.

1)   Planning

We often let employees hand in their holiday requests separately, without considering the effects on other colleagues such as delayed input, deadlines or lack of handover.

TIP: Make the (summer) holiday planning a part of the team meeting and explain potential consequences that will occur as a result of your leave. If there are challenges to overcome in the planning you will see that most employees are willing and flexible to adjust if they are included in a discussion about it before it happens. I often see one or two employees covering for a bunch of team members and see them stressing out to get things done just before they go on holiday themselves. This is definitely not recommended!

2)   Handover

You will need to schedule a meeting before the holiday of an employee in order to discuss who will take care of the work in his/her absence.


If the employee who covers the absent colleague needs to learn a certain system then make sure there is enough time for questions and training before the employee goes on leave!

TIP: Authorise access to or redirect the e-mail account for a certain period of time. Also, make sure that the right information (i.e. who to contact in your absence) is in your out-of-office reply. This will save a lot of time and effort for the employee who is covering your work as they will be able to complete your work properly and efficiently.

3)    Point of contact:

During your own absence make sure that you appoint a team member or colleague manager to be available for questions and support for your team who also has the power and knowledge to be able to act on urgent matters that can’t wait until your return.

TIP: Make sure that if somebody really needs something urgently, that only the aforementioned person will contact you for these matters. I often see that managers react on e-mails and support their team whilst they’re on vacation. It’s not only your team that needs to take the time off, you as a manager need to lead by example. 

4)    Return to work

Soon after employees come back from holiday it is often the case that their recharged batteries aren’t lasting very long; this is not good and shouldn’t be the case.   

TIP: If the employee who covers the holiday outlines which e-mails have been handled and prepares a structured handover on the first day back while outlining all urgent matters, it is a far better start then going through a bursting e-mail box of all unread messages.

TIP: If possible plan the day longer so you can start with the handover with your colleague, read the e-mails that not have been handled and make a list of priority first before just reaction on everything.

TIP: It may be worth scheduling your out-of-office reply for one day longer so that you can catch up on what has happened whilst you have been on holiday.

What do you do to ensure your holiday is really a holiday from day one? And so your recharged batteries last longer when you return to work?

Enjoy the summer!




18 July 2014

What's New in HR

People make or break a business. As a human resources professional, this means your job – recruiting, developing and retaining great team members – makes or breaks the business. No pressure. ;)

You don’t have to go it alone though. Whether its technical support, strategy consulting or even just a few good reads, the Lumesse team is here to help. So without further adu, here is the latter: a few good reads.

If you have other resources you would like us to share in an upcoming post, please send them my way: karoline.mclaughlin@lumesse.com.




17 July 2014

Swiftly compare your learning mix with the best in the business

LUM_Photography_Atmospheric_2011_022

If you didn’t already know, 70:20:10 is supposed to be the ideal learning mix we should all be striving to achieve, but the audience tends to be silent when asked how they actually plan to realise the perfect balance between informal and formal learning.

This summer we’re focused on just one bright idea: Let’s help Learning & Development (L&D) professionals define the learning mix they’re working with today, then chart out the route map that all of us can use to achieve a better balance in workplace learning.

None of us will achieve the perfect learning mix on our own

Our super-simple collaborative survey takes just a couple of minutes to complete, but the findings it uncovers will inform learning transformation programmes for good. Why? Because we’re going to identify the real learning outputs that are most effective in the most optimised learning blends present in business today. The fresh insights we uncover will help e-learning professionals prioritise programmes and better define the learning transformation roadmaps we all develop.

Want to be amongst the first to benefit from the perfect balance route map we create this summer?

From today, right through to September, we’re asking thousands of learning professionals just like you to take part in the achieving perfect balance programme: just click here and take three minutes to answer just a few questions. The new “10 point roadmap to balancing formal with informal learning” download that your insights help us create will be offered exclusively to everyone who takes part.

Get started achieving the perfect balance now.




16 July 2014

Finding and Retaining High Potential Employees

BizwomanWhat the heck is a high potential (or HiPo) employee anyway? And how are they different from a high performing employee?

By most common definitions, high potential employees have been identified as those that have the strongest potential to move into leadership roles within an organization. In many ways, they represent the future of an organization. By contrast, high performing employees are exceptionally gifted at doing their jobs and completing tasks that continue to drive the company forward. They are essential for the well being of the company, but don’t necessarily represent its future leadership.

By many estimates, high potential employees are twice as valuable as any other employee in the company. But how do you find them, how do you keep them and how do you cultivate them?

A successful high-potential program begins before a recruit ever comes in the door and continues long after the recruit becomes an employee. Putting the right pieces in the right place at the right time is essential to capturing the best talent on the market and ensuring that talent is developed properly. According research firm, Bersin, there are five elements to a world-class HiPo strategy: Plan, Identify, Develop Transition and Manage. But where to begin?

Join us for a webinar on July 24th at 1 p.m. ET that takes your top of mind questions on how to attract, identify and retain high-potential employees and turns them into actionable results.

This webinar will be made up of an interactive panel discussion moderated by John Sumser, founder and editor-in-chief of HRExaminer Online Magazine. John will be joined by industry experts from HireVue, CEB SHL, Lumesse and Checkpoint to discuss high-potential employees and recruitment/retention strategies pre-hire, post hire and everything in between. The panel will also explore essential tools and technologies – including video interviewing and analytics/assessments -- to help companies make the most informed decisions when it comes to high-potential candidates.

Click here to register. 




How to Feel Connected and Engaged

UntitledI recently switched energy supplier. My new provider has built a fantastic brand and they differentiate themselves from other companies with their friendly, personalised approach (in contrast to the staid 'big business' corporate suppliers).

 

My switch was completed online and was straightforward to do. Since then, I have been reflecting on why I was so impressed with this company.

 

I tried to identify what it was that made me feel connected and engaged with this organisation despite the fact that I hadn’t spoken to any of their staff.

 

My experience had been with a simply-designed website which told me about their values, a hassle-free switch process and a number of emails keeping me up to date with progress. The key was the brand and how strongly this came across in both their website and their emails.

 

They had struck the balance between contrived friendliness and dull corporate language and it felt genuine. The website was clear, simple and the emails kept me up to date and continued with the same brand experience.

 

Competing for energy customers is – in some ways - similar to the job market. The employer brand is built through the implementation of a good website, peer feedback on social sites and direct contact through emails, social media and suchlike. Glassdoor have recently published 'Employer Branding for Dummies' which is a great introduction to the subject.

 

In developed countries, email is still the primary method of communication for most people; businesses send a staggering 100 billion emails a day. It takes something special to make an email stand out and although some companies do it really well, it is tougher to make email a tool for engagement.

 

In the Talent software industry we're rightly looking to the future, conceiving innovative platforms of engagement using the latest social and mobile technology. It's really exciting to be involved in these developments but something as simple as email shouldn't be overlooked.

 

Emails are easy to update and 'brand' with both content and style, but do they get given the attention they need? Do your emails engage your employees and candidates? Are they consistent with the employer brand? Let me know what you think!




11 July 2014

What's New in HR

“Give a man a fish, feed him for a day. Teach a man to fish, feed him for life.”

That same sentiment rings true in many aspects of our lives, including our business roles. You can slap a band-aid on a problem and fix it quickly and inexpensively, but also temporarily. Or you can dig in, find the root of the issue and solve it. It will probably take longer and cost more, but the solution is long-lasting, maybe permanent.

From cost savings through infrastructure to leadership decisions, this week’s articles are all about helping ourselves and those around us learn to fish.

If you have other resources you would like us to share in an upcoming post, please send them my way: karoline.mclaughlin@lumesse.com.




09 July 2014

How the HR Team Saved $1 Million

Million-dollarsLike so many companies, IAMGOLD, a global mining company, managed candidates and recruitment processes manually. Local HR staff in various countries did their best to facilitate the talent acquisition needs of their operation, and head office HR staff worked primarily with search firms to fill expatriate positions.

Knowing there was room to improve their approach and become more efficient, IAMGOLD decided to strengthen its talent acquisition capabilities globally by implementing Lumesse TalentLink.

The results and benefits speak for themselves.

  • Cost Savings: By creating one centralized system to manage candidates, IAMGOLD greatly reduced its need to use outside recruiters. Using a conservative formula, the TalentLink platform contributed to cost savings close to $1 million in 2013.
  • Quarterly Executive Summaries: IAMGOLD has a global talent position dashboard that reports to the executive management team on a quarterly basis. This information can support strategic talent decisions and inform IAMGOLD’s sourcing strategy.
  • Database Growth: In less than a year, the mining firm grew its global database to more than 10,000 mining via a variety of social media and job board sources.
  • Measure ROI: IAMGOLD can now measure the ROI on efforts to promote its employee value proposition globally. Engaged prospects can be converted to active candidates who are now captured in TalentLink.
  • Global Unity: Implementing a standardized global talent acquisition framework supports talent policies and global mobility and enables real-time reporting. By developing a global talent base IAMGOLD can share talent information across continents/ operations.

To learn more about IAMGOLD, read the full case study or contact us to become a TalentLink customer.




Get our latest posts

Subscribe by e-mail:

Voices of Lumesse

Matthew
Carole
Matthew
Matthew
Craig
Craig
Bucky
Bucky
Laura
Laura
Bry
Bry
Shelley
Shelley
Tim
Tim
Christer
Christer
Karoline
Karoline
Tim
Tim
Daniela
Daniela
Romuald
Romuald
Maaike
Maaike
Rick
Rick

Meet the Lumesse blog squad

Contact us