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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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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