employees

Goals for Employee Relations

Goals for Employee Relations

Employee relations are the ways in which a company interacts with its staff, delivers policy information and works on creating a more productive workplace. When you do not create solid policies for employee relations you ultimately create issues within your company with the potential to stop growth and affect future success. When the objectives of employee relations are properly understood, a company is far more likely to put the proper resources and time into creating good policies.

Developing policies that clearly present company information helps to create clarity between the company and its staff. This might include the proper way to submit a time card or a list of employee benefits. When employees understand exactly what management expects of them and how to work within the structure of the company, the workplace becomes much more efficient. However, when a company fails to relate important information to employees the company is likely to experience a drop of productivity as well as an increased level of turnover.

When a company focuses on employee relations they create a corporate culture. Corporate policies that focus on these relations help to increase employee retention, saving the company expensive turnover costs. Developing policies that address the needs of employees help the staff to feel respected. Such policies include unpaid leave, health benefits with counseling options and a retirement program.

There are laws in place regarding employment and the treatment of employees. Potential legal issues include discrimination in the workplace and harassment. The objective of employee relations is to create a legal framework that protects both the company and the employees while creating a productive workplace.

Employee relations activities include annual employee reviews as well as the ongoing development of employees through both training and managerial guidance. When the company and the employees work together on developing employee careers, employees benefit from a clear path to promotion and advancement in the company. The company benefits by identifying future management candidates. The appropriate training can then be applied to guide the future success of the company.

iStaffing Agency helps Southern California companies locate, screen and place professional candidates into Management, Senior and Executive level positions. iStaffing Agency specializes in Human Resources, Accountants, Executives, IT Professionals, Loan Officers and other professional candidates in addition to candidates in the Entertainment and Nonprofit sector. iStaffing services all areas of Orange County and Los Angeles County. For more information about how iStaffing Agency can help your company with their staffing needs, please contact us today.

Temp Hire vs. Direct Hire Jobs

Temp Hire vs. Direct Hire Jobs

Southern California companies can grow extremely fast. As companies grow and expand they typically have to increase the number of staff and employees on their teams. The new team members should be able to help the company with production and should ultimately be an enhancement to the company. Temp hire and direct hire employees both have their own unique benefits for both employers and employees. Let’s discuss the difference between temp hire and direct hire.

Often times a company will hire a staffing agency to locate competent temporary workers. The company will use these employees to either fill in for missing employees or for positions where no one has been hired yet. If the hiring process is delayed, a temp employee can be used to fill the position without remaining on staff full time. This gives employers the opportunity to hire another employee directly.

Direct hire employees might prove to be more committed to the job over temp employees because it is considered to be much more permanent for them. Direct hires are specifically chosen to fill a particular need within a company.

Temporary employees often move around from job to job. This makes it possible for them to gain a lot of experience in different areas of work and expertise. In addition, the constant change of work environments makes each new position more exciting.

Direct hires typically receive more benefits and job security than temporary workers. Direct hires are permanent employees meaning that they are not faced with the possibility of losing their job simply because their allotted employment time has run out.

Temporary workers do not always have the option of securing another temporary job immediately after one has ended. If temp agencies are not able to find a steady flow of work for temp workers then their job security is almost nonexistent. However, if a position becomes available, a reliable temp employee that has successfully proven that they are an asset to the company might be offered a permanent position.

Spotting Bad Employees

Spotting Bad Employees

When it comes to a company’s success, having a great business model is only half of the battle. Having a strong culture is equally important, if not more so. When you have bad employees your whole operation is in jeopardy.

It can be difficult to spot bad employees, especially when everything is going well. The good news is there are definite signs when someone is making waves and creating unnecessary hassle for everyone around them. It is your responsibility to recognize these signs and send bad employees packing before they are able to do much damage.

The following will help you weed out bad employees:

Strongly enforce core values

When good core values are properly enforced, the good employees will shine and the bad ones will be exposed. Companies typically run into problems when they talk about their values but don’t praise required behaviors and reprimand violations. If your core values are integrated into your review process, you will quickly spot employees that are struggling before they are able to become a major problem.

Pay attention to reactions

The best company cultures create instinctive reactions. This is when employees not only understand the company’s culture, but embrace it as well. For example, if your company believes that the customer always comes first, then your employees will do whatever it takes regardless of guidelines, procedures or rules. When an employee does not react in ways that support your company’s culture, it becomes clear that they are not a good fit.

Measure employee effort

Employees should put in enough effort to be fully participating members of the team. If they aren’t keeping up, then they probably don’t belong. Sometimes employees just don’t fit in the culture of your department, and are better suited in positions elsewhere in the company.

Look out for employees that frequently let you down

It is extremely important to clearly define and communicate what your company’s culture is. Your culture and company values are at the core of just about every decision that you make including whom you bring to the board and how you manage them. It should be obvious when someone doesn’t fit in, because they will let your board down over and over again.

iStaffing Agency helps companies throughout the United States locate, screen and place professional candidates into Management, Senior and Executive level positions. iStaffing Agency specializes in Human Resources, Accountants, Executives, IT Professionals, Loan Officers and other professional candidates in addition to candidates in the Entertainment and Nonprofit sector. For more information about how iStaffing Agency can help your company with their staffing needs, please contact us today.