GAP Analysis

Identifying the areas where organizations need to improve their capabilities most is an important step in any change effort. Such a skill is helpful particularly in times of cost-cutting—where limited training resources must be used to close the critical competency gaps that prevent companies from meeting business objectives. However, many training programs don’t yield the desired results. One reason is that they are usually launched without sufficient knowledge of where the gaps in employee skills exist. A good way to pinpoint these learning needs is to survey employees and let them evaluate the current skill levels of their peers and estimate the skill level their group must reach in order to be successful.

Gap Analysis compares current situation with the future state that organisation want to achieve. By conducting a Gap Analysis, organisation can identify what it need to do to “bridge the gap”. Conducting a skill gap analysis helps to identify skills one need to meet their business objectives. Skills gap analysis can be performed on Individual employees to identify the skills a job requires and compare them to an employee’s actual skill level.

The gap analysis, being also known as needs analysis, need-gap analysis and needs assessment, is an effective tool in the hands of a business management for making a comparison between the current performance and the desired performance level of a business organization. Quantifying and comparing the gap existing between the current functioning states of a business entity with that of a future state business requirements, the gap analysis leads to add value to the business.

Time & Attendance Management

Time & Attendance Management is a critical aspect of business for all business owners and HR professionals. While some business follow a strict time & attendance policy, many businesses which have employees who work variable hours have actually improved their efficiency while cutting back on wasted costs. By implementing Employee Time Tracking technology in the business environment, you can streamline time sheet maintenance & data collection process. Advanced Time & Attendance management software with great features and smart functionality can take the worry and make sure to eliminate human errors.

We have looked at various available options in the market and found various on-premise and cloud-based technologies. Latest Time and attendance solutions allows employees to clock in at a computer terminal or, in some implementations in the retail industry, at the point of sale terminal where they work. We have also found GPS technologies which allows employees to log in from any place across the world. For more information visit https://en.wikipedia.org/wiki/Attendance_management. This eliminates the problem of a punch card being incorrectly or illegibly punched. Previous time and attendance machines required a specific password, ID card, or biometric identification to reduce the chance of employees clocking in and out for one another. But this problem is resolved by the GPS technology.

Technology is changing the way time and attendance records are kept and changed. Now a days Human Resources doesn’t have to spend time chasing down employees, and employees don’t have to manually alert their manager about the need for a change in their timesheet. Companies must use smart systems which are cost effective and time saving.

Strategically managing Compensation and Benefits in an organization

Compensation and benefits are key factors in hiring, motivating, engaging and retaining the best talent for any level job in every industry. Employers know that it is tough to find and keep good talent. Today employees have the luxury to compare their compensation with global organizations. That makes the job of an SME organization even more challenging. HR professionals in SMEs are challenged to benchmark salaries with large organizations and device effective compensation & benefits practices. As a result, more companies are offering very competitive benefits packages. It might be difficult for a smaller company to compete with bigger companies because a smaller company might not have the financial means to do so. Even without the deep pockets that big companies have, small business owners can strategically plan to compete with compensation and benefits programs.

Strategic compensation planning considers effectively positioning the organization by considering all aspects of total reward including tangible and non-tangible benefits like career progression. Some companies are even looking for innovative options like cafeteria benefit schemes for employees which gives them more flexibility to choose from available benefit options depending on their personal needs. Specialized HR consultancies play a vital role in helping companies designing their benefit plans.

Flexible Benefits Play a Major Role in Engaging Rewarding Employees

·        An increased focus on encouraging employees to control or manage their own housing / medical costs

·        An increased focus on giving employees the flexibility to select benefits and manage their taxes

·        An increased focus on enhancing employee mobility and managing company costs

An important aspect to C&B is linking pay with performance. Compensation should be performance based and should be designed to attract as well as to retain the already existing employees in the organization. Benefits should also be designed to improve job satisfaction as well as to motivate the employees within the organization to improve their performance. The pay for performance philosophy of an organization should also be integrated with the HR policies & procedures. This will help organizations in effectively managing compensation and benefits as well as avoid any discrimination or litigation arising out of C&B programs.