Thursday 22 September 2016

A STEP AHEAD IN HUMAN RESOURCING

Formed in 1990, JER HR group, initially know as James E. Rocco Associates has grown tremendously in the past 25 years and has now spread its influence over more than 25 states in the nation. With two offices, one in New York, and the other one in North Carolina, the JER HR group has, reportedly, handled more than 150 projects successfully. Their focused and experienced team of highly trained professionals in human resource has been able to support their clients in not only just solving the HR issues, but also focuses on closely working with them and making them a part of the team itself, leading to cent percent transparency in their work. The professionals adopt a unique way of handling each issue, where they work in small teams of highly professional individuals who are experts in various areas along with collaborating with the client to ensure honesty. This way they have been able to accomplish big goals working in small team. Their main area of work constitutes consultations, recruiting, providing HR solutions and leadership development. They also work as HR departments as per the demands. Some of their prominent clients are Brady, Cheminova, Arcus foundation, Oxfam America etc.

Their area of services can be ranger in three different categories, namely-Support services, assessment services and compliance services. In support services, they offer a range of on-site and off-site support in audits, employee handouts, affirmative action plans, interim HR management, job descriptions, outplacement counseling, union avoidance, online HR database tool and internal investigation. They focus on creating an environment that facilitates learning process and provides a safe and confidential environment that helps the employees to grow.

In assessment services, they majorly focus on technological solutions and pre-employment assessments. From the latest video interviewing to saving money and time by implanting video screening, they have effectively met the hiring process a lot easier than face to face interviews. It not only saves the cost and time, but also eliminates scheduling hassles, discovers and attracts top talent, helps hire more effectively, increases collaboration, reduces discrimination, helps to get an edge over the competitors and promotes a healthy environment. Apart from this, their work also extends to employee assessments, applicant tracking, online HR database tool, internal investigations and employee and client surveys by conducting employee engagement surveys and employee opinion surveys.

JER HR group also provides a number of compliance services in regard to the federal and state laws. With the increase in number of rules and regulations, they offer their expert assistance in major issues including Americans with disability act, FMLA services, poster regulation, FLSA compliance, OSHA and safety, affirmative action plans, sexual harassment prevention training and wage and hour laws. Their FMLA (abbreviated for Family medical leave act) services covers a wide range of work which includes working with clients to develop and set up FMLA procedure, monitor FMLA leaves, set up FMLA infrastructure, coordinate leaves with workers etc. Their EEOC (abbreviated for equal employment opportunities commission) is actively handling a large number of sexual harassment cases. 

Wednesday 7 September 2016

Five Behaviors of Cohesive Team for Better Response

You might have heard a lot about Five Behaviors of cohesive team, but what is the exact meaning behind it? The DiSC model primarily powers it. The main aim of this model is to help members balance individual workplace styles with appreciation from other members. Here, the team is trained well to function beyond the traditional coexistence. It helps in achieving business results, when members would learn to master the current Five Behaviors. Here, these five behaviors are conflict, trust, commitment, accountability and result. You need to be aware of these points first, before approaching your team for better start to job functions.

Starting with the trust
Trust makes the foundation of any cohesive team. Trust can only take place when team members are vulnerable to one another. There needs to be a confidence that peer’s intention is good and you do not have any reason to feel careful or protective. With the help of behavioral assessment, team members will enjoy deeper insights among themselves and peers. It can help people to understand one another and become comfortable being transparent regarding the personal limitations. These are some of the interesting ideas, which help in building foundation of any cohesive team for a stronger start.

Next is the conflict
Once you are through with the trust, next is conflict. Most of the time, people plan to avoid conflict while at work. But, this might prevent you on passionate debates, which are important for team growth. Always remember that lasting relationships are in need of productive conflict for growth. Whenever the team members construct any foundation of vulnerable trust, conflict becomes attempt for right answer. Any kind of productive conflict relating to ideas or concepts has power to produce best solutions in shortest span of time. A team in conflict can help in minimizing politics and provides critical topics up for discussion.

Commitment is the next key
Another important point of Five Behaviors of cohesive team in NY is the commitment. Commitment, over here is clarity regarding decisions. It helps in moving your functions forward with buy-in from various members of team. It even includes those, who might have disagreed with the decision clearly. Great team understands that they might be able to commit more when the outcome is uncertain and not all can agree on it. You might even have to work on accountability, as another step of this cognitive behavior. Effective teams can easily overcome natural inclinations for better business approach. Application of peer pressure is sometimes good, when it is about workplace teams.

Check out the results
You have to stay accountable and focused on present collective results. The main goal of trust, conflict, proper commitment and trusted accountability is to achieve proper result.  However, one of the most promising challenges of all time for the team is to be inattentive to outcome-based results. Results can be defined as natural force, which drives a team forward. Sometimes, you might face individual status and team status in the way. You have to overcome all these problems for producing a proper result. The primary emphasis lies on collective results over here.