Everybody wants their workplace to be a place where they can enjoy themselves and not a place which is boring, where nobody enjoys their work and where everyone pays attention only to their respective work. As a result of conflicts between business owners which is difficult to resolve, many workers find themselves working in such environments. However according to many business owners the best way to encourage productivity is to avoid fun at work. There are few strategies which an organization can use not only to raise productivity but also to inject a light atmosphere in the office environment.

• Organic Challenges
• Encourage Breaks
• Socialize Offsite
• Celebrate Achievements
• Focus on productivity, not schedule.

For further reading on this topic, please follow the link :

http://www.entrepreneur.com/article/246981

In modern times, business leaders learned from the industry influencers the skill of how the organizations are hiring a modern HR to transform their enterprises.

The ideas below discuss how today's managers are including emerging technologies to employ the best talent, thereby keeping their workforce active and efficient

1. HR still faces the same challenges as before: recruitment of best talent, onboard recruitment and development of employees. However modern technologies solve these age-old HR challenges.

2. The next best thing is how modern HR adds value.                                                                                                                                               

 3. HR should view the data through the lens of a scientist.

4. Better segmentation of the population and understanding the behavior of each group.        

5. Empowering people to come up with ideas  that work for them as leaders in their lives.

Read more at :   https://blogs.oracle.com/OracleHCM/entry/five_ideas_human_capital_management                                                                                                                                                                                                                                                                                                                                                                                                            

 A key role for HR administrators is talent management. When counselors have the HR support, it enables them to work effectively with clients and find the support they need themselves. Often challenges like staffing, talent management and employee relation are encountered by organizations. HR decision relates to employee welfare and engagement. Now-a-days, organizations include payroll costs, benefits administration, HR administration, talent management and time and preference. Although at midsize companies, many HR leaders cannot identify these areas and when midsize companies start to identify them, it will enable their workforce to achieve broader company goals.  Read more at:                                                 http://blog.adp.com/2015/05/07/the-real-human-impact-of-human-capital-management/

Human capital is one of the most important assets for success. And to survive in this dynamic world, companies need to rethink their human capital strategies. Companies need to focus on identifying leadership, learning and development, culture and engagement, reinventing HR and performance management. It is time for the HRM department to redefine its role and focus on finding, nurturing, retaining the talent into their organizations. According to the annual Global Human Capital Trends survey 2015 India report, performance management and talent acquisition are considered important challenges in the short run and learning and development along with HR and people analytics are considered as long term challenges. Read more at: http://www.financialexpress.com/article/industry/jobs/leading-in-the-new-world-of-work/81532/

Human Resource (HR) is an important function for any business. At the same time, not all businesses can afford to have a dedicated HR department. Not having one, is a cost saver. For small businesses facing such situations, there are a number of online HR tools available that can help them cope with the demands of HR needs. The following article at business2community.com lists 5 best HR tools. They are:

1) The Resumator

2) Zenefits

3) oDesk

4) Staff Squared

5) Jobatar

Review these HR tools and chose the one that fits the needs of your business in the best possible manner.

To know more about them, please visit the following link:

http://www.business2community.com/human-resources/top-5-human-resource-tools-01227232

77% of the contact center's cost is associated with employees. Therefore, managing them effectively is the most important task. Workforce management is the process of getting the "just right" number of staff in place every hour to maximize service and minimize cost and it's one of the most important planning and management functions in the call center. It also helps in controlling wait time effectively. We can create schedules while tracking Real-Time Adherence and monitor intra-day change to provide a consistent and superior level of customer service. Tips to enhance the productivity of contact center agents are:

• Use blending approach if you have inbound and outbound operations.
• Provide full access of schedule to staff members.
• Use workforce management software for planning.
• Use automated workforce management to find the skill gap.
• Use adherence to manage contact center agents.
To know more tips and how to use them, please follow this link: http://www.itweb.co.za/index.php?option=com_content&view=article&id=143454

According to a research by Society of Human Resource Management, “More than 75 percent of managers, employees and heads of HR feel that PM results are ineffective and/or inaccurate.”

Performance management is considered as one of the most difficult tasks by HR managers. As, there may be different ways of performance evaluation available, but still something still looks left out. This leads to a need for disruptive innovation in this process. This is mainly because of two reasons:

• Employee expectations
• Disruptive market forces expectations

To understand them in detail and know why there’s a need to put performance back in performance management, please read the following article by Sameer Patel, SVP for Enterprise Social and Collaborative Software in SAP's Cloud Business Unit, at enterpriseirregulars.com:

https://www.enterpriseirregulars.com/89515/performance-management-needs-disrupted-pronto/

The Journeyman is a person with multiple skills. They are "highly skilled" labor in any field of manufacturing. Apprenticeship training is used to train journeyman which combines on-the-job training with academic instruction for those entering the workforce.  It is also known as dual-training program.

The advantage to this type of training is that the manufacturer will make an investment in a program that pays the workers while they are in job training. Some ways to eliminate the shortage of skilled labor are:

• Make a contract with workers who want training.
• Offer job security and long term employment.
• Provide apprentice training with job security.

To know more about apprenticeship training and ways to eliminate the shortage of skilled labor follow:  http://www.industryweek.com/recruiting-retention/kind-training-we-need-manufacturing

Change management is a systematic approach while dealing with change, both from the perspective of an organization and on an individual level. For successful change management an organization needs the satisfaction of employees. According to Jeffrey Liker (President, Liker Lead Advisors), most of the organizations are looking for lean transformation and they are facing problem while transforming as they focus in reasoning process. Read more at: http://www.industryweek.com/change-management/change-management-and-lean-transformation

According to David Shulman (CEO of Digital Agency Organic Inc.), nurturing young talent is important. Young talent is important because the investment you make today will pay you in future. There should be a connection between all executives and employees. Juniors also should get a chance to work with senior staff. It's good to have a clear regulatory for employees, but the organization should promote and reward fresh and innovative ideas. Read more at:  http://adage.com/article/agency-viewpoint/effectively-manage-talent-life-cycle/298136/

According to Nicole Fallon (Assistant Editor of Business News Daily, there is a change in technological trends, health care and labor laws. According to Denise Lage (vice president of channel sales and strategic alliances at Condeco Software), generation Z doesn't want the distraction and value being productive and they are different from generation Y and cannot be treated same.  Further Claire Bissot (PHR and HR consulting manager at CBIZ) said that
“HR managers need to engage with staff not in paperwork, but also become real strategic thinkers”. Read more at: http://www.businessnewsdaily.com/7930-4-big-issues-affecting-tomorrow-s-workplace.html

According to Jacob Morgan, small teams are better than large teams because in small teams we find a fast decision with better communication between teams, less bureaucracy, etc. In the state of the American workplace report, in smaller organizations, employees are more engaged as compared to larger organizations and according to reports, 43% of employees work at companies of fewer than 10 employees are engaged at work whereas in big organization it is only 30%. According to the Ringelmann Effect, as the number of the employee increases they become inefficient. Social loafing helps us to understand why individual efforts reduce with the increase in size of the organization. Therefore, organizations should always think about their team structure. Read more at: http://www.forbes.com/sites/jacobmorgan/2015/04/15/why-smaller-teams-are-better-than-larger-ones/

According to Andre Lavoie, small business has to perform various tasks like accounting, marketing, the managing workforce, recruiting, operations, etc. Small businesses don’t have a separate HR department, so they ignore many HR tasks like making job analysis before recruiting, employee handbook, etc.  In a 2013 Career Builder Survey, it was found that the wrong hiring cost is more than $50,000. In a small business, due to less attractive job description they can't afford to hire the right candidate for their company. To help small business, the Internal Revenue Service (IRS) also has guidelines to differentiate between employee and contractors.

Read more at: http://www.entrepreneur.com/article/245008

Human resources analytics, also called talent analytics, is the application of sophisticated data mining and business analytics (BA) techniques to human resources (HR) data. The “Ulrich model with four specializations” is quite handy in case of HR operations and widely adopted throughout the globe.

Depending on the level of formalism in the organization, a lot can go into the wording of job descriptions here. It starts with the hiring manager looking for specific skills and operational responsibilities of the candidate. Moves into the negotiation with HR where it fits in the performance and compensation plans, and with the hiring practices. Recruitment firms provide the added value of data on candidate availability to the given descriptions, in addition to their access to such candidates from their networks. With the right data, companies can change their strategies not only for individual job descriptions but also bigger decisions like broader hiring, flight risk, or where to better place a new business office.

Rawn Shaw speaks in depth about modern HR operations and what will define the future of HR strategies. To read more, visit the following link:

http://www.forbes.com/sites/rawnshah/2015/04/13/taking-hr-analytics-beyond-technologists/4/

In an article written by Jenny Dearborn (Chief Learning Officer at SAP), tells us how organizations all over the world are trying to sophisticate their workplaces by introducing robots and other artificial intelligence software. A venture capital firm in Hong Kong has nominated an artificial intelligence program in its board. Jenny tells us in her article that although companies might be shifting towards a more technologically evolved working place but then also it will not be possible for them to totally erode human capital from their pay rolls. A survey conducted by Oxford University's Oxford Martin School lists three types of job categories that can never be conducted by robots or artificial intelligence software. The jobs are as follows: - complex perception and manipulation, creative intelligence and social intelligence.

For more information please visit:-

Ultimate Software, a cloud provider of people management solutions, announced that vRide, a leader in providing alternative transportation solutions for commuters, is benefiting from UltiPro's unified solutions for human capital management (HCM), person-centric user experience, and exceptional customer support.Ultimate's cloud technology is providing vRide with one system of record to manage all of its people-related data. With single-solution HCM, the company is experiencing improved efficiencies through centralized workforce information; fast and extensive reporting and analysis; increased time savings; reduced systems maintenance; as well as industry-leading security and disaster recovery.

Read more at: http://online.wsj.com/article/PR-CO-20140523-909809.html

Bond International Software, the global provider of recruitment and human capital management software and services, had acquired FMP Global, which provides managed payroll solutions in over 65 countries around the world, for a sum in excess of £8.5million. This acquisition of FMP Global will support Bond in broadening its customer base to multi-national companies, both in the UK and internationally. The managed payroll solutions from FMP Global are designed to fit the requirement for a centralised single payroll process that provides coordination of all aspects of setting up employees in a foreign country, without the need for a complex group of legal entities.

To read more, visit the following link:http://www.theglobalrecruiter.com/news/fmp-global-acquired-by-bond-international-software/5174

Ceridian announced Dayforce Recruiting- real-time SaaS based application, which includes payroll, workforce management, benefits and HR. This application provides recruiters and hiring managers with the intuitive means to identify staffing needs, create job requisitions, attract candidates, and hire best-fit job candidates.

To read more, visit the following link: http://www.marketwatch.com/story/award-winning-ceridian-dayforce-human-capital-management-extends-industrys-only-single-hcm-application-with-dayforce-recruiting-2014-05-21-917340?reflink=MW_news_stmp