All about Executive Coaching

There can be several reasons for an individual to seek coaching. In general terms, coaching can be defined as a situation wherein a client looks forward to an experienced person to help him through support, learning and guidance.

You can find a coach for each of your needs like to get over the dilemma related to career, technical problems or for training requirements. Somewhat similar yet distinct is the job of an executive coach. He is supposed to provide clarity to people employed in an organization. An executive coaching can be of great help in building leadership qualities in an individual. This is why you can also call it as leadership coaching as well!

Definition of Executive Coaching

This term is often used to explain the professional relation between a client and a trained coach. The goal of the coach is to improve the management performance and leadership qualities of the client. It helps an organization to increase the productivity of the employee and allow him to achieve short and long-term objectives and goals.

This coaching can be carried out through group interactions, one-on-one interactions or through collected data too. It can range from a minimum of 8 hours to 60 hours of coaching sessions. These sessions are distributed at reasonable intervals to keep track of its impact upon the employees.

Who can look to Attain Leadership Coaching?
1. People who feel trapped and want to search a way of moving forward in the organization! However, there is no one capable of having a confidential conversation with, in there.
2. Those who want to do something unusual or different. But they are not able to make out what that different thing could be!
3. People, who find themselves more productive and don’t realise the level of exposure available awaits them.

Why Should An Organization Or Individual Opt For Leadership Coaching?

Increase the potential of the employees.
Inculcate effective leadership skill, style or manner.
Improve the communication skills of employees.
Develop networking skills and presentation.
Fasten the personal development of individuals.
Bring out hidden qualities and recognize the superstar workers.
Make them realise the importance of development.
Help them make better decisions.
Enhance the self-confidence and encourage employees.
Help them manage their personal conflicts.
Encourage the employees in meeting their expectations.

Many times employees are not able to find guidance from within the organization people. However, their level of comfort with someone from the outer world is entirely different. Executive coaching in UScan be seen as an opportunity for the employees in this situation.

Also, it is very important that the organizations spend time upon selecting a good coach for their employees. He should be able to understand the needs and issues pertaining to their work culture. The task of a leadership coach is much different than other types of coaching practices.

A lot of companies have started emphasising upon the overall growth of their employees because they believe that both organizational development and growth of the employee go hand in hand. Hence, the importance of coaching cannot be neglected. 

The Job Analysis Process and Its Chief Advantages

Securing a job is tough as an employee, but selecting the right candidate amidst hundreds of candidates is even tougher. Employers have to screen the candidates and perform job analysis for getting quality workers and future employees.

Job analysis is a procedure wherein you make judgments about all the data that has been collected for a particular job. It is conducted to identify and examine specific job duties and their main prerequisites. Job analysis process has various benefits for both the job analyst and the organizations so as to develop tactical decisions.

Let us consider some of the various advantages while doing job analysis:

Correct factual information: The job analysis process helps to obtain all job-related details like the actual tasks, primary responsibilities, job risks and other hazards. It also provides information about the required skills to execute the job in a perfect manner.

Creating job-related requirements: Writing the exact job description is one of the consequences of the job analysis process. This can assist people to know the job requisites and know whether they qualify for the job. 

Hiring procedure: Job analysis speeds up the hiring process. Many employers find it hard to recruit a suitable candidate. With a job analyst at their side, it can be easy to develop and establish successful hiring practices.

Assessment and appraisal procedure: Job analysis can aid managers and employers to obtain the right kind of tools and software for doing appraisal evaluation. Evaluating employee performance history and comparing that ratio with desired output ratio can be done faster by job analysis process. Managers find it very useful to study the skill gaps (if any) and award promotions to the right employees. 

Deliver best training resources: Human resource department panel of job analysts are given the responsibility of team building and delivering appropriate training to the employees. This training is done to improve on the productivity ratio of all the employees. 

Compensation package for jobs: A job analysis process ideally helps employers and HRD managers to determine the suitable compensation package, sundry benefits, and payments. This is decided on the basis of employee responsibility and risk factors involved in specific jobs. 

A job analyst shoulders huge responsibility such as providing competent and professionally qualified employees or group of workers for the success of the organization. Job analysis process ensures that future employees go through proper selection procedures and are 100% certified for their jobs. A job analyst also establishes and documents several complex job-related operations like providing training, giving compensation, selecting new employees and offering promotion based on performance appraisal.

Job Analysis Procedure or Methods:

The data is collected by job analysts from HR department 

The data may also be collected by managers, office bosses or main employees

Complicated job analysis are also handled by engineers and technical advisors 

The above-mentioned points can help you understand the main benefits of conducting job analysis practice. Human resource department management team plays a major role in shaping the vision of a company and its future development plans. 

Worker compensation rights in UAE

The UAE Ministry of Labor recognizes employee rights and privileges, whether the employee is a resident of the country or coming from a different country. It has thus published some laws, under the UAE Labor Law, which recognizes the compensation rights of employees under certain circumstances. In case, you have difficulties receiving compensation, there are compensation firms that can help. 

A compensation consultant can help you design a good compensation plan that is based on employee behavior. They will advise companies with regard to compensation issues. 

First, if a worker gets injured while doing his or her duties in UAE, the employer should pay him or her allowance equal to the wage he or she was receiving before the accident, for the entire period the worker is under treatment.

The UAE Labor Law establishes that a company is liable of paying its workers their wages and salaries as due. In addition to this, there are other compensations that must be done in certain situations.

Article 142 of the Labor Laws establishes that the employer or a representative must inform the police or Labor Department within the area of operation, when an employee contracts some types of diseases and injuries listed by the department. Compensation firms in US can help push your case if there are delays. The employer will give the name, age, occupation, address and nationality of the worker in question. Also required is the synopsis and circumstances under which the accident occurred as well as the medical assistance provided to the employee.

The police will carry investigations and take minutes and witness statements from the employer or representatives. This will help to determine if the accident was deliberate, occupational or from worker misconduct.

The police will then, according to Article 143 of the Labor Laws, send a copy of minutes to the Labor Department and another to the employer. The Labor Department can choose to close the case, direct that the police continue with investigations or carry out the investigations.

The employer must, according to Article 144, foot all the cost of treating the worker, whether the latter is treated in a private or public hospital. The payment must be until recovery or until the worker is proven disabled. As such, the worker is entitled to compensation that covers hospitalization sanatorium, surgeries, x - rays and medical analyses, medicines and rehabilitation equipment. It also covers supply of artificial limbs and prosthetic appliances when the worker is proven disabled, and any amount to be spent for transportation of the worker to treatment.

Another aspect of compensation established in Article 145 is an allowance equivalent to a full wage during treatment period, or six months (whichever comes earlier), if the injury renders the victim unable to work. The allowance is reduced to a half the amount after six months or until recovery, until declared disabled, or dies whichever comes first. A compensation firm can advise on other experts that you should contact if in problems.

The physician is required to furnish the victim and the employer, each, with a copy of report that explains the injury, cause, relation of the injury to work and treatment duration. The report should state whether the injury resulted in a permanent or temporal disability if any, and the capability of the worker to resume his worker responsibilities.

The Ministry of Health receives any disputes relating to employee’s fitness for service, the extent of disability or injury-related issues, via the competent Labor Department

The other articles relating to employee compensation include Articles 149 to 153. You can also reach out for a compensation firm to offer important advice.  

Engage employees to give your business a boost

Are you dissatisfied with your business results? If your business establishment performed well till a few months back, but the profit margins have suddenly dropped, it's time for a corrective action. You need to know where you’ve gone wrong. If you have spoken to the managers and the employees individually, but could not figure out what went wrong, it’s time to hit the panic button. There are ways to save your business from losing out on the deals that you would otherwise win.

Engage the HR in an employee engagement survey. Most likely, the exact reason behind such a downfall is not reaching you. Speaking to the managers or the employees would not help because they fear losing their jobs if they told the truth. Moreover, being the owner of the company, you may seem unapproachable to them.

Once you have decided on your next move, ensure that the HR does the survey discreetly. The employees should be given free space to discuss their issues without any fear. If necessary, let them answer a set of questionnaire anonymously.

The benefits of an employee engagement survey

Measuring engagement levels: This will help you understand how engaged or disengaged your employees are. While there are no standard measurements to determine that, certain things like recognition, acknowledgement, job responsibilities, development opportunities or work atmosphere can be judged and amendments can be made accordingly. These are considered to be some of the most important criteria to understand how you measure in your employee’s eyes as an employer.

Employees get a sense of ownership: The most important thing that motivates an employee to come to work everyday is the sense of being a stakeholder in the growth and development of the company. In return, if they observe that the higher-ups are acknowledging their contribution by listening to their woes, they tend to become even more dedicated. The engagement survey will give them that sense of ownership.

Comparing results: The employee engagement survey scores play an important benchmark for the organization. Now that you know what your employees feel about company policies, about the HR and the remunerations, you can compare your scores with that of other similar companies. That will give you a clear understanding of which areas you should work on.

Best Help and Added Serviced from HR Services Outsourcing

The full of HR is Human Resource. They are the main backbone behind the proper growth of company and for addressing some new employees with it. However, that is not it, as HR needs to manage proper working ethical sectors in an environment. Now, not all companies have their own HR departments. Those firms work hard to outsource HR services from other Human Resource bound agencies. It is mainly suitable if you have a tight budget and cannot afford to invest all for another HR department in your office.

Helping you to choose candidates

Well, the HR is held responsible for choosing some best candidates for the official vacancies. They will go through all the reliable resumes of aspirants, and would choose the best one from them. After choosing, they will call them for an interview session. As they are going to recruit members for your office, so you need to be aware of the type of job services you are currently dealing with. After you have done that, it will be easier for the HR experts to find employees for you.

Some programs developed by them

The expert HR outsourcing services companies have developed various kinds of programs. You have the base salary design, which is likely to be externally and equitably competitive. Furthermore, you will enjoy compensation programs, which include compensation program of all time. You eve have market pricing and job analysis of the competitive positions. There is a salary based structure for the equity and fairness programs, relating to administering the compensation plan. There is a plan implementation, which helps in assisting the HR team for implementation of the compensation plan, around here.

Variants to be covered by them

The reliable HR team from outsourcing companies will cover up various options. Starting from job evaluation to the salary administered procedures; there are loads of options available. Not only that, but you even have their back, while dealing with market pricing. You can eve design the present salary structure design for best service, around here. These are some of the interesting additional modules, which HR department is proud to present you. 

NEW ERA OF HUMAN RESOURCE DEVELOPMENT

Leadership exhibited is the work done successfully. Formed in 1990 by James E. Rocco, JER HR group is one of the finest academies for human resource training and HR development courses. They guarantee you with an end-to-end HR service. What makes them stand apart from the other HR consultancies is their utmost value to the client. Their commitment and service quality makes them one of the most called upon firm for HR consultancy. They have highly experienced professionals hired, who are dedicated to serve the best to their clients.

They claim that their growth has largely been possible due to the referral from other professionals. American institute of chemical engineers, triad compensation consultants, Brady services, Ace Avant, AA grapevine and AA world services, pace university, wake forest university, anti-defamation league, Caroline bank, bank of NC, Illinois valley credit union, Alfred P. foundation, Forsyth county, Davidson county NC are some of them to enlist. Apart from these, here are many health and human service providers, legal institutes, manufacturing firms, non- profit organizations, performing arts and cultural organizations, retail holders, transport providers counted as their regular clients and appreciators.

They have over 30 professionals, with no less than 20 years of experience, dedicatedly working and creating benchmarks. They provide various leadership coaching and development programs. Their objective is to support employee development in a professional learning environment. They believe in imparting exceptional learning experience, and engaging the employees to the fullest which has a direct impact on the business goals. They use various assessment tools while their leadership coaching. Personality indicators, specialized assessments are a few to count. Since fifteen years, they have been providing leadership coaching to aid their employees with better knowledge about organizational and strategic changes, value clarification, leadership development, team building, performance coaching and development of high performing teams.  Their leadership coaching programs has been very successful for development of people skills.

Not just the leadership coaching, they also have conducted several compensation surveys to meet the needs of the organizations and their clients. Their compensation survey have a remarkable approach. It is usually a simple well- designed questionnaire with good project management and expert analysis. The typical compensation survey includes the following steps- content design and development, survey administration, data analysis and lastly review and reporting. They are very flexible with organization to organization regarding the compensation survey. They strongly believe that custom compensation survey can be an effective tool in the design of a compensation program.

They have successfully proved their competency over more than 150 projects, having over 90% of their clients back. They are presently running two offices- one in New York and the other one in North Carolina. They believe in working in small teams to blend their areas of expertise. They also have a unique client friendly approach which not only does keep their work completely transparent but also makes the client feel to be a part of the project himself. 

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.