Month: February 2018

The Warning Signs of an Ineffectual HR Department

Maintaining an effective human resources department is incredibly important in today’s corporate landscape as it allows you to facilitate targeted strategic initiatives, conduct efficient hiring processes, maintain legal compliance, and, most notably, uphold your company’s outward image on a year-round basis. However, it’s also worth mentioning that your HR division is tasked with ensuring that every current and incoming employee is properly trained, coached, and prepared to handle the day-to-day responsibilities of his or her position.

As such, contemporary human resources can be likened to the engine of your commercial vehicle – the fuel to your fire, so to speak – which is why it’s in your best interests to provide regular updates and instruction to this crucial branch of your business.

The Indicators of a Poorly-Developed HR Department

If you’ve neglected your internal HR professionals for some time now, it’s important to note that you’ll eventually begin to see a reverberating effect throughout your organisation:

• Low Retention Rates: Roughly 22% of new hires leave their posts within their first 50 days and, according to a 2017 survey, the average cumulative tenure of a new hire is now less than 36 months. This can be attributed to a general lack of substantiated processes within today’s HR departments, especially when considering the fact that over 39% of HR workers cannot describe the job outlines of every in-house position, let alone understand how to hire the right people to fill vacancies.

• Poorly-Implemented Training Regimens: The cost of hiring and acclimating a new salaried employee is about 200% higher than simply retaining an existing staff member, which is why it’s imperative to ensure that your HR professionals can effect robust, modernised enrichment initiatives for all branches and subdivisions. Cultivating existing talent is far more cost-effective than finding new talent.
• Increasing Conflicts: Typical HR managers spend upwards of 40% of their time dealing with conflict resolution within the workplace but it has been proven that implementing proper guidance and preventative measures can decrease interpersonal disputes and litigation by more than 80%.
• Overstated Promises: Approximately 60% of corporate workers attest to feeling “misinformed” or “misled” with regard to their chances at receiving a promotion or raise after initial conversations with HR staff and over 75% feel “unfulfilled” or “stuck” after 12 months on the job. This is usually a direct result of unprofessional, unapprised HR staff members who lack the ability to confidently conduct interviews and provide personalised ongoing support for employees.

Fixing the Issue

In order to rectify a ballooning turnover rate and enhance your operational fortitude, you should partner with an accredited local consulting firm that can facilitate a tailored HR management course for your organisation.

With a seasoned panel of HR specialists and corporate experts at your disposal, you’ll be able to engage your HR professionals with some out-of-the-box lessons plan and established strategies to help address the shortcomings and inadequacies that are hampering your company’s internal processes.

What are the elements of a federal resume?

The federal resume is a resume which is required by the applicant to submit for a job in the Federal government of USA. Just like a traditional resume, you must include your qualifications and educational achievements in this resume also. In addition to it, if you have served the government or army or any other voluntary organizations in the past, then make a mention of it on your resume. A federal resume must be updated in accordance with government policies and their procedures for hiring candidates, which means that you must know the mandated changes as per rules of the Office of Personnel Management (OPM).

An applicant must redesign his resume so that it complies according to the core elements that are required by the government agencies, which may also include the unique aspects of each job description. It should also give information about your qualifications, experience, certifications, education, and any other relevant data. In addition to that, the header must contain a section about your personal data such as your name, citizenship, contact information, Veterans Preference, as well as employment history with any federal agency(as applicable). If you think this is too much for you to write and draft then you can always take help from companies providing federal resume writing service. These companies are professional and expert in the field of federal resume writing.

Overall, a federal resume should contain the following categories of information:

• Job history – most of the federal resume writing service professional will stress on this aspect of the resume to a great extent. You must list your experience that is relevant to the job description. You must start with the most recent experience followed by the others. If you have any military career history then does mention that in detail. Mention your role titles, company name, and a description of each job preferably in a tabular format so that the reviewer knows about your daily responsibilities. You must highlight the most outstanding achievements by making it bold or italics. You must also mention the start and end date of your job, salary, hours of work per week, references and proper contact information related to each job.
• Education – after your job history the main section to include is your educational qualifications and the certifications that you have done. Also include your credit hours, GPA, date of degree completion, any awards that you may have got. For certifications make a mention of the granting institute or authority of Government.

Include other details such as summary, nationality, contact information, projects etc. That is included in a traditional resume also.