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Train to empower – Steps to Success

Employees are the company’s assets and the backbone of your organization. The best method to help them excel is to show them the best skills to learn. This is where on-the-job training comes into play. It includes in-person demonstrations and hands-on experience. Let’s take a look at how your company can benefit from on-the-job training.

 

This training lets employees to learn job-related skills through seeing and executing tasks, allowing them to perform their duties safely and efficiently. OJT can be used to teach a variety of skills, from teaching call center agents how to utilize new call monitoring software to teach factory workers how to operate a forklift properly. 

 

Human resource professionals often do this training in a company, although third parties may now perform OJT instead if the training relates to a product, program, or piece of equipment in which the third party specializes. OJT should not be used as a sole way of training. Consider incorporating it into a blended learning strategy that employs a range of training tactics to teach employees. In-person education methods like OJT are combined with eLearning content in blended learning, allowing employees to study at their own pace. 

 

Some of the benefits of OJT:

Better Retention: Employees remember what they learn in the hands-on environment provided by OJT, not what they learn from reading manuals or watching videos all day. Better information retention leads to improved job performance.

 

Team Building: Through OJT training, trainees have a complete awareness of the kind of people they’ll be working with and the culture adopted as they work closely with their workers and managers, which eventually leads to team building.

Skill Development: OJT allows employees to broaden their knowledge by teaching something new, allowing them to use what they learn and thrive within the firm.

Cost Savings

Sending employees to conferences and training sessions can be costly. They can learn the necessary skills from their knowledgeable coworkers and managers thanks to OJT. It’s especially useful if you’re a startup or small business with limited resources for training programs.

Reduced Turnover

OJT assists people in developing confidence in their abilities and skills at work. They are less likely to resign or be fired as a result of failing to meet expectations. This is an excellent benefit because retaining talent is less expensive than acquiring new employees.

Clear Expectations

Your staff will know exactly what you expect of them using OJT. This will reduce misunderstanding and uncertainty while increasing productivity.

Training Gap Identification

OJT may reveal other holes in your training program. It can help you enhance how you onboard new staff and train existing ones.

5 Steps for OJT:

  1. Assessment
  2. Design
  3. Development
  4. Implementation
  5. Evaluation

Eximious Global assists businesses with recruitment process outsourcing. Contact Us Now.

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Ways To Solve This Common Employee Engagement Dilemma

Employee engagement is keen for every organization which needs ongoing improvement. You always strategize to improvise through your recruitment marketing campaigns to blast candidates’ attraction and entice the best talent. 

But then what? Does employee engagement stop mattering once they’ve got their feet under the table? Once the new hire period is gone employee’s status shifts to plodding the old hand. The question remains the same then how to keep the engagement fresh with the existing and hardworking employees who have supported for so many years? Putting more time and effort into the existing employee engagement is always invaluable. As Harvard Business Review’s Erica Keswin explains, “…on-the-job professional development is a nearly perfect solution to many of the problems facing companies today. Why? … your people want it.

Successful employee engagement is built around ensuring your employees understand the Employer Value Proposition (EVP) and how their roles fit in. 

Neelie Verlinden at the AIHR listed the five key elements of an EVP, as distinguished by management consulting giants Gartner, which are –

“Compensation”

“Work-life balance”

“Stability”

“Location”

“Respect”

She went on to describe the stability category, “…as in job security, the opportunity for your staff to advance their careers, improve themselves, and employee training Naturally, this is where your learning and development activities, as well as any mentoring/coaching initiatives you’ve built inside the firm, come into play”.

Why are Learning and Development so Powerful for Employee Engagement?

A good and enhanced employee engagement generates a motivated workforce to work together and learn and develop across all levels. It also ensures they see how their role fits into your OKRs and drives your KPIs. This embeds their sense of belonging even more deeply.

It brings a multitude of benefits with it, like:

  • A More Polished Performance: Employees and the business will thrive when employees are equipped with more hard and soft skills.
  • Improved Retention Rates: Learning and development is your secret weapon for bringing those pesky staff attrition rates right down – even if you’ve experienced rocky patches before!

Boosted Employer Branding: When you earn great employee engagement, you’re on to a winner. They will return your investment in their success through their energy and dedication to their positions, teams, and the entire organization.

At Eximious Global we are helping companies with recruitment process outsourcing, Contact Us Now.

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How to Create a High Performing Offshore Team

Every organization which seeks to grow multi-dimensionally enlarges its team to perform the additional work. The offshore team is becoming the new language of expansion in every industry. In offshore hiring, we delegate the tasks to professionals located in a different country. The organization holds full operational rights and treats the offshore team as its own.

Generally, organizations commit the mistake of fixing a goal and then rushing into an offshore team creation. Hiring an offshore team requires many details and procedures, such as CV sourcing, skill assessment, processing, onboarding, and training. Due care should be taken while following these processes to create a high-performing offshore team as every activity affects the outcome. We understand the implication of every step and can help in every aspect. We are the experts in recruitment process outsourcing and provide every possible support to streamline your offshore team creation. We stay keen to understand the requirement and devise a process that delivers a highly productive workforce. Let us get into some details.

How to Create an Effective and High Performing Offshore Team?

Creating an offshore team requires more precision and time than the in-house team. Therefore, we take care of the following details while creating the offshore team to deliver quality.

1. Assess your hiring requirement

Wanting a task to be executed is not the same as knowing the requirement. After figuring out the need for having an offshore team, you need to start assessing the provisions of this team which can be the team strength, experience, skillset, total expenditure, and many other things. Make a checklist of all the possible queries and create a team after crossing each one of them. Minimal time investment in requirement assessment will save a lot of effort and money in the long term.

2. Hire the right skillset

Do not compromise with skillset over the budget. An inexperienced professional might charge low, but the cost of hiring them is going to shoot up. In addition, there will be reworks which will lead to further investments and delays. The ultimate price is to be borne by you. So, hire the right talent to make the perfect product. Also, an experienced team member will have the right kind of advice, which will help the production in a productive direction.
Assessment should be a prerequisite to hiring instead of referrals. Assess the employee’s knowledge and find out the willingness to join the team using a set mechanism.

3. Use technology to stay connected

Technology is essential to connect and be transparent. Only it can solve the communication challenges. Many applications such as Microsoft Teams, Slack and Skype have made communication on every level very easy. In addition, several project management tools provide unlimited flexibility to the management to keep a tab on the activities of the offshore team. Trust and on-time delivery are the two benefits that we can get with these communication channels.

4. Goal and culture setup

Once the team is formed, the short-term and long-term goals should be defined. The offshore team should understand the company’s vision and works in symmetry with it. They should consider themselves a part of the team. Walk them through the company’s culture and processes. Define the micro-and macro-level steps that they need to take to accomplish the shortest goal.

5. Regular assessment

Assessments are critical for the success of any project. KPIs should be explicitly defined for every individual. Their progress should be evaluated after every task, and the team progress should be checked weekly. The management should consider all sorts of hurdles faced by the team and resolve them immediately. A single point of contact can stay connected to take feedback on the progress.

6. Focus on the differences

The offshore team may have a different location, time zone, and language. Clearly, every process for the in-house team cannot be implemented on them. The difference in language should be dealt with carefully. Someone from the team should be assigned to ensure that the message from the team is adequately communicated. The difference in the time zone should be dealt with cleverly. The offshore team should be allowed to work in their time shift and allocated to the work that can be done in that time zone. For instance, the organization can be in India, and the offshore team can be in the USA. The reviews and meetings should be done when the working hours of both the countries coincide to avoid any disappointments.

7. Celebrate and appreciate

Appreciation boosts the morale of the employee. The offshore employees need to be reminded that they are doing a great job and they are a part of the company. Develop a strong relationship with them and eliminate any thought that makes them feel inferior to the in-house team. A representative from the management should visit the offshore section annually to ensure that the working environment is healthy. Assign team leaders to make them feel rewarded, along with having a single point of contact. Give bonuses, promotions, and positive feedback whenever necessary.

An offshore team is more than a reality today. It is an economical solution for growth and expansion. A high-performing offshore team will ensure a quality product and on-time delivery, aligning everything to your company goals. Invest in developing the culture of the offshore team and experience the great value it brings to your team.

Eximious – A Pioneer in Recruitment Process Outsourcing

You can always connect with Eximious Global for all your recruitment, compliance, payroll, accounting, and administrative needs. Through our services we are committed to providing cost-effective and productive recruitment solution. We handle an array of procedures, including CV sourcing and validation, CV formatting, vacancy monitoring, placement, job posting, compliance, accounting, and payroll management. We also handle end-to-end recruitment. We are continuously driven to provide solutions that reduce the turnaround time and enhance productivity to decide on offshore hiring as a success. Our service delivery model is designed to cater to every type of requirement and every organization’s size.

Contact us today to boost your organization’s productivity with a high-performing offshore team lead by the experts.