Nowadays keeping employees and their motivation is not only a question of salary. Various extra benefits, occasional home office, remote work, flexible working time, study opportunities and subsidized trainings are all motivating not only during the onboarding but also later on. Work morale can be maintained by different feedback methods as well, that encourage employees to perform better and promote teamwork, providing new momentum for doing their jobs.

360 degree rating

Rating can be multi-dimensional, which enables getting feedback from multiple directions. This is the new trend of appraisals, different from the traditional. In this rating system the superior can rate the subordinate, but colleagues on the same level of hierarchy can do the same. The HRmaster 360 degree rating module supports such rating processes. The subject of a rating can be one or more employees, and one person can take part in multiple rating projects.

Performance appraisal

The most valuable capital of companies is human resource. The continuous growth and performance management of this resource is inevitable for efficient work. Performance appraisal gives a picture of the employees’ competences and output, and based on it areas to be developed can be identified. This promotes not only the improvement of employees, but also contributes to the effectiveness of the company. Assessing the areas to be developed and training demands a training plan can be created, which supports the process. HRmaster provides aid in this by making performance appraisal objectives easier.

Employee feedback

In this rapidly changing environment it is not always enough to give employees feedbacks on their performance and work only once or twice a year. Especially if these are based on aspects composed by the management. Establishing an unbound, modern and dynamic communication platform where employees can give each other feedbacks on a daily basis strengthens not only teamwork, but also company culture. A system independent from positions and organizational situation enables employees to give each other feedbacks or confirmation on their work with or without names.

To learn more about the HRmaster software and its functions, click HERE!
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One of the lessons companies learned from remote work is that need for internal communication is greater than ever. For team members working separately it is important to keep official data flowing through a simple, accessible channel. This way the sense of community can be maintained better.

What is the essence of internal communication?

It is a one- or two-way communication within a company, which provides the flow of information on strategies, changes and everyday processes.

Why is it important?

• it helps the employees get the messages of the company
• increasing informal communication can be avoided
• erősíti az egy céghez tartozás érzetét
• strengthens company community

What should be the channel?

The first idea that usually comes up is a closed Facebook group, because ’everyone has a Facebook profile after all’, but it is true that it cannot be expected from employees to use their private Facebook profiles for business, not to mention that it is not wise to share confidential data on Facebook. If we look further a bit, we can find a lot of options that can be suitable for this purpose.

For us these features are the perfect solution:

• to enable interactive communication between employers and employees
• user-friendly and simple (since everyone can use Facebook)
• online news feed that is accessible anytime, anywhere
• no chance of data leakage or hacked profiles, like on Facebook

Would You give it a try? We have good news!

We now give the employee communication platform of the HRmaster human resource management software free until 30 June, in addition to two other modules for company communication!

How can we make work more effective? By not wasting any time! We gathered activities that guarantee efficient work when integrated into our daily schedule.

1) Prioritization

Getting things done is of course important, but to make work smoother, we must prioritize. It is worth doing this by taking deadlines and task severity into account, so that most essential objectives will always be accomplished in time.

2) Communication

This is the foundation of everything. If it is effective, the work will also be the same, but the lack of communication or communicating in improper ways can be a huge setback. The best communicators increase community productivity by emails, phone and meetings. Sticking to the vitals spares time which can be spent with work.

3) Teamwork

While working we should adapt to the atmosphere, the pace and our colleagues. Having an idea or project that works individually does not necessary mean it will work under other circumstances, like in a team. The team’s interest and success is primal, so we have to keep them a priority during work. We can always ask for help, it is for our benefit, and we can always use what we learned later on.

4) Completed projects

It is easier to get work done ‘in one blow’ than in multiple sections in less time. Picking up the thread and continuing our interrupted work takes a lot of energy.

Effective communication in home office? We have the solution! Try the company communication modules of HRmaster now for free! See our website for more details.

There are no two identical job interviews, every HR expert composes different interview questions based on different viewpoints, then select the suitable candidates. There are four questions that they do not always use, although it would make selecting the best workforce in every aspect significantly simpler.

Before we get to the questions, let us look at the problem with the typical questions such as ‘What are your weaknesses?’. The question is important, so is the answer, but it is also predictable, since applicants will not reveal their weaknesses easily. That is why they will give you answers like ‘I’m detail-oriented’, or ‘My work is too picksome’ that are in fact positive attributes.

Questions and answers, however, from which we can get a picture of the personality and character of the candidates help making the right choice, that is, finding the best applicant.

1. ‘What are the two characteristics Your parents taught You that You would definitely like Your children to have as well?’

This question sheds light upon things that are of particular interest to the candidate. If we would like a detailed answer, we can ask the respondent to elaborate on it.

2. ‘How much is 25 x 25?’

For this question the emphasis is not whether the applicants can give an accurate answer and can reckon in their head correctly, but how they react to a suddenly emerging problem: angrily, or offensively? Or they take it as a challenge and try their best to solve it? Employees can face difficulties like this at work any time. The reaction also shows how they would handle situations like this in real life.

3. ‘Name three people in Your life on whose life You had a positive impact. What would they say about You if I called them tomorrow?’

The question itself is much more useful than calling those people the candidate named, since they did not name them by chance to provide reference for their work.

Companies need employees that have a good impact on each other, lift each other up. If a person tends to and is capable of selfless mentoring, it can have a domino-effect on the organization and affect the community positively, as well as work.

4. ‘Ask Yourself if You would like to do leisure activities with the candidate!’

If the answer is yes, the applicant and his/her personality must have made a good impression on You, not only his/her work experience and competences.

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Paper-based HR administration hinders effective, secure and traceable administration.

Part of the tasks of HR experts require personal contact such as job interviews or keeping in touch with department leaders. The world of HR however is very complex and includes many activities that could be done by a few clicks on a computer. Leaders who cannot enjoy the advantages of automatized work yet should consider how simple can repetitive tasks be when put on an electronic platform.

Automatization reduces the time spent on a task, and ensures accuracy as well as the chance of fails.

Why is automatization needed?

If traditional work is still functioning, why should we change it? This is a question that may arise. The most important advantage of digitalization is that it enables time-efficient work, this way letting HR colleagues deal with the main task: the employees. This does not mean HR software redeem human workforce. On the contrary, members of the HR department become even more essential.

Time-efficiency

Preparing payroll tasks can take up hours, but an automatized HR system can do it in a fraction of that time. This results in increasing productivity and more work, which employees will do with more motivation since they are relieved of administrative tasks.

Security and accuracy

In the field of HR accuracy and data knowledge is fundamental. These are much easier than we think with a digital HR solution, which promotes both, as information is always up-to-date, and there is practically no chance of fails. It is so easy to get accustomed to a good working environment that You will wonder how You managed to do this on paper before.

Unlimited access

Self-service is one of the most pleasant side effect of automatized HR workflows. Employees have to take a bit more responsibility since they attend to their own working time management. Modern HR software ensure employees’ access their own data, but do not allow viewing their colleagues’ personal details. Top leaders can however have all employees’ data at hand. Reports and analyses can be made in a few clicks.

Do you have a question? Contact us!