Human Resources
WHY HR IS IMPORTANT FOR SME?

IMPORTANCE OF OUTSOURCING HUMAN RESOURCES

One of the most common errors an SME can make is not understanding the importance of outsourcing HR. This affects the business’ performance in the long term, resulting in Major HR Challenges Faced By an Organization. This occurs because most SME owners are driven by the fact that the HR department plays a vital role only for big firms. Therefore, it is presumed that HR in SMEs is a waste of the company’s resources. The problem with this assumption, though, is that it fails to consider the possibility that it may only be accurate when your business is just getting started and has fewer than 10 employees. However, as the business expands, so do the number of employees, their needs, and expectations from the company owners. Without an HR department, it often happens that business owners neglect the welfare of their personnel as they become preoccupied with running the business and maximising their profit. The fundamental truth, however, is that increased profits depend on employees performing their jobs effectively. The Human Resource Management Department steps in at this point. The HR department not only acts as a recruitment agency but also handles all issues relating to employees’ work, including hiring, training, development, payroll, workplace ethics, conflicts with coworkers, and much more.

Why SMEs should Outsource Humans Resources?

We have talked about the importance of human resources to SMEs. Hence, for SME owners looking to effectively allocate their resources to manage the well-being of their employees, outsourcing human resources is the most practical choice. The advantages of outsourcing human resources for SMEs have been highlighted for you.

1. Recruiting new employees

It is the key element in the hiring process is enticing eligible candidates to fill vacant positions This is recruiting prospective employees to apply to work with your company. Although it is a tedious process, it is vitally valuable since it is in the business’s best interest to hire skilled expertise. The quality of the hiring process is determined by the recruitment process. In order to do this, the recruiter posts advertisements and announcements about the position and seeks resumes from every applicant.

2. Selecting and hiring new employees

Although recruiting and hiring are the same thing; in reality, recruiting just involves drawing attention to and gathering qualified candidates for the post. The recruited applicants are screened, chosen, and interviewed before being further scanned and chosen by the outsourcing human resources department. It is crucial to make sure that the company hires the best employee for the role after a detailed inspection of the knowledge and qualifications of the candidate, as well as judging and verifying the authenticity of the candidate. The hiring process can be costly and complex, depending on the nature of the post.

3. Training and development of the employees

This is to determine the growth of employee performance. This approach is far less expensive than the entire hiring new employee procedure. Employee training programmes are carried out by outsourcing Human Resources services. This guarantees that the staff members are prepared to carry out their duties following the company’s expectations.

4. Employee Retention

Employee retention can be ensured by rewards and incentives to the employees for completing their tasks and performing well. This encourages workers to remain in their current positions and fosters a sense of loyalty to the company. SMEs can hire human resources consulting services for employee retention strategies to educate managers and executives on how to inspire and motivate their staff members to keep them happy in their positions.

5. Managing Payrolls and Pensions

It is the most fundamental operation for employee management. Analysing the market and providing new hires with competitive compensation, still takes time for the owners or managers. Hiring human resources consulting services can streamline the procedure because the consultants are knowledgeable about the going rates for various positions and can promptly offer the employee a competitive wage. The pension payroll is similar. A further incentive for the workers to maintain staff retention is timely payment, which outsourcing will guarantee.

OUTSOURCING HR IN PAKISTAN

Consult NowHR consulting services for your employee performance optimization. We outsource all the functions of Human Resources with guaranteed lucrative outcomes to the owners. NowHR is the leading HR consultant in Pakistan. Contact us today to optimize your personnel welfare and performance with our expert advice and professional services.

 

 

 

 

HR Challenges
Major HR Challenges That An Organization Faces

Humans have always been complicated, and managing people has always been difficult. The transparency of social media, the persistence of software updates, and the remoteness of international teams have all added to the complexity of human resource management in the digital age.

As a result, human resource is a difficult job with numerous challenges. With our extensive HR experience, we’ve narrowed the list down to the most common challenges HR professionals face.

Attracting Top Talent To The Enterprise

It takes a lot of time, effort, and discernment to find and keep the best people. That’s why it’s so high on the priority list when it comes to human resources challenges.

Knowing the job and the organization’s needs is essential to attracting top talent. When job roles and expectations shift, it becomes increasingly difficult to keep up with the pace of change in the workplace.

Employee Health And Wellness

Employee well-being will continue to be a top HR concern in 2022. Following the major disruptions of 2020, employers began to recognize the need for customized benefit plans to address the most pressing issues of individual employees.

However, benefits alone will not improve employee health and well-being: you must also support employee health and wellness in their daily work lives. This could include providing more flexible hours, more paid time off, or better managing schedules and workloads to keep employees from feeling overwhelmed.

Creating a Positive Workplace Environment

Staff turnover is common in fast-paced companies. Because even if they are able to hire the best employees, one of the greatest challenges in human resources is to keep them.

People are far less likely to look for a new job if they are happy in their current position, workplace, and with their coworkers. Appreciate your employees and boost their morale with positive communication and action. 

Take Advantage of the Best Consulting Services Offered by Pakistan’s Professional HR Consultants

Many businesses face human resource challenges, but Now HR’s consulting services can help. Our HR Consultant in Pakistan works with small to medium-sized business owners, C-suite teams, leadership staff, and HR managers to help them reach their full potential.

Take advantage of our consulting services and contact us today if you’re ready to take your business and leadership team to the next level with a professional HR Consultant in Pakistan.

Using Data-Driven Recruiting to survive the new normal
Using Data-Driven Recruiting to survive the new normal

Despite pharmaceutical advancements and the recent introduction of novel coronavirus vaccines, the world will be dealing with the continued and potentially long-term impacts of the pandemic for the foreseeable future. I hate to be the bearer of such news, but it’s true. As such, many organizations have taken to calling present circumstances the “new normal,” and they may be right, at least for now. If and when the situation changes, HR and talent acquisition teams will be tasked with evolving. It’s what they do, and 2021 is likely to be more of the same in that regard. Even so, most professionals in this space don’t have what they need to adapt — and what they need is data.

Still, Deloitte identified what it called “the readiness gap,” explaining that “seventy-five percent of surveyed organizations say creating and preserving knowledge across evolving workforces is important or very important for their success over the next 12-18 months, but only nine percent say they are ready to address this trend.” That means only 9% have the intel needed to source, recruit, hire and retain Despite pharmaceutical advancements and the recent introduction of novel coronavirus vaccines, the world will be dealing with the continued and potentially long-term impacts of the pandemic for the foreseeable future. I hate to be the bearer of such news, but it’s true. As such, many organizations have taken to calling present circumstances the “new normal,” and they may be right, at least for now. If and when the situation changes, HR and talent acquisition teams will be tasked with evolving. It’s what they do, and 2021 is likely to be more of the same in that regard. Even so, most professionals in this space don’t have what they need to adapt — and what they need is data.

Read the entire article at: https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/02/04/using-data-driven-recruiting-to-survive-the-new-normal/?sh=134508c1255c

 

The five fundamentals of employee satisfaction!
The five fundamentals of employee satisfaction!

When it comes to the workplace, employers and employees alike are looking for more than simply “meets expectations.” Frederick Herzberg’s motivation-hygiene theory points out that essentials such as a decent wage and civil working conditions are simply hygiene factors that keep employees from being dissatisfied. They are important for employee satisfaction and deserve attention, but aren’t enough to create passion and motivation. Employers must build motivator factors in addition to hygiene factors.

 

Read the entire article at:

https://www.forbes.com/sites/forbeshumanresourcescouncil/2021/02/11/the-five-fundamentals-of-employee-satisfaction/?sh=5beb037b7d10

The post-pandemic rules of talent management!
The post-pandemic rules of talent management!

Summary.   

At the onset of the Covid-19 crisis, talent literally left the building, and we’re now beginning to realize that in many places, it is unlikely to come back. Technology is moving humanity away from the office and back into homes across our nation every day. We are building culture outside of buildings, with work that supports life on a more even playing field, with talent that can come from anywhere. As we look to the future, it’s time to unleash these new way of working for the long-term, with a focus on well-being, equality, and productivity that can work for both employers and employees long after this crisis ends. It’s time to embrace the truly global talent pool that is available to drive growth, regardless of where people call home.

Read the entire article at: https://hbr.org/2020/10/the-post-pandemic-rules-of-talent-management

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