Today’s training is on the 13th. Just picture this. You’ve finally found the right candidate, after days or weeks or even months of blood, sweat and tears, and you finally get a good night’s rest. All your hard work has paid off! That is, until you receive the bad news after what felt like a few days. That seemingly perfect candidate turns out to be less than dreamy and your boss is now asking you to find someone new! Disaster, one that all HR recruiters would be able to relate to.

What went wrong? Everything seemed perfect, it all felt right! Some candidates may have the perfect resume but may underwhelm you during the interview. In fact, you may have shortlisted such a candidate with high hopes of having him or her outshine everyone else during the interview only to find that they were overly anxious or unable to express their thoughts.

But what if, all the applications you received are from seemingly under-qualified candidates? Your boss is pressuring you to find someone soon but you’re afraid of hiring the wrong person in the end, especially one who will cost the company more than benefit it. How should the interview be structured, what kind of questions should you ask, what should you be looking out for – these are all essential questions that would naturally cross your mind when preparing for the interview.

We all dream of a stress-free recruitment process. Sadly, the recruitment process is one that is meticulous and can be extremely grueling if one is not equipped adequately to conduct such a process. Disappointment and failure don’t have to be the defining mark of your company’s recruitment process. Getting equipped can keep such disasters at bay and greatly enhance your chances of hitting the jackpot – hiring the right person for the right job. At the end of the day, getting the recruitment process right will benefit everyone in the long-run.

References

‘Employer insights’ 2019, JobMonkey, viewed 9 July 2019, <https://www.jobmonkey.com/employer-insights/hr-nightmares/>.

Robinson, D 2017, ‘5 expressions that are every recruiter’s worst nightmare (and how to deal with them)’, Hello Talent, 17 January, viewed 9 July 2019, <https://www.hellotalent.com/blog/5-expressions-every-recruiters-worst-nightmare/>.

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant.

She is currently also doing content writing for MRS Management. 

Just picture this. You’ve finally found the right candidate, after days or weeks or even months of blood, sweat and tears, and you finally get a good night’s rest. All your hard work has paid off! That is, until you receive the bad news after what felt like a few days. That seemingly perfect candidate turns out to be less than dreamy and your boss is now asking you to find someone new! Disaster, one that all HR recruiters would be able to relate to.

What went wrong? Everything seemed perfect, it all felt right! Some candidates may have the perfect resume but may underwhelm you during the interview. In fact, you may have shortlisted such a candidate with high hopes of having him or her outshine everyone else during the interview only to find that they were overly anxious or unable to express their thoughts.

But what if, all the applications you received are from seemingly under-qualified candidates? Your boss is pressuring you to find someone soon but you’re afraid of hiring the wrong person in the end, especially one who will cost the company more than benefit it. How should the interview be structured, what kind of questions should you ask, what should you be looking out for – these are all essential questions that would naturally cross your mind when preparing for the interview.

We all dream of a stress-free recruitment process. Sadly, the recruitment process is one that is meticulous and can be extremely grueling if one is not equipped adequately to conduct such a process. Disappointment and failure don’t have to be the defining mark of your company’s recruitment process. Getting equipped can keep such disasters at bay and greatly enhance your chances of hitting the jackpot – hiring the right person for the right job. At the end of the day, getting the recruitment process right will benefit everyone in the long-run.

References

‘Employer insights’ 2019, JobMonkey, viewed 9 July 2019, <https://www.jobmonkey.com/employer-insights/hr-nightmares/>.

Robinson, D 2017, ‘5 expressions that are every recruiter’s worst nightmare (and how to deal with them)’, Hello Talent, 17 January, viewed 9 July 2019, <https://www.hellotalent.com/blog/5-expressions-every-recruiters-worst-nightmare/>.

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant.

She is currently also doing content writing for MRS Management. 

#1        : Build and develop strong interpersonal relationships!

Employees want a manager that they can respect. One who shows and exemplifies integrity, honesty, care and dignity in their work and all their interpersonal relationships especially at work. Hence, managers need to take intentional steps towards building relationships with those under their care.

 #2        : Communicate effectively with others!

Managers need to communicate effectively with other employees by ensuring that they listen and encourage two-way feedback. This means that managers need to be open to receiving and accepting feedback from others as this will encourage a healthy environment of open feedback.

 #3        : Set the example and standard!

A successful manager is one that leads by example and sets the pace at the workplace through their own behaviour as well as expectations. If what they say is what they do, employees would be able to see that this is a manager that means business.

#4        : Empower and build up those under you!

Empowering and building up those under a person’s supervision and care can really make a difference as employees are more likely to feel appreciated and a part of the bigger picture. Often, a part of this is providing employees with regular opportunities to train and develop themselves to be the best they can be.

#5        : Create a positive work environment!

A work environment that is conducive and at the same time, positive, should be created. This can be done through encouraging the practice of positive habits and positively reinforcing employees. Managers need to play their part in setting this positive tone in the workplace to make sure that employees are happy at work.

Being a manager is no easy task and is definitely not for the faint-hearted. However, at MRS, we know how to help. Join us for our certification programme specifically for managers – The Certified Managerial Program – in collaboration with Swinburne University of Technology (SUTS) – to develop yourself as a manager and set the example to those under you to keep improving themselves too.

References

Lipman, V 2018, ‘Management is 10% work and 90% people’, Forbes, 2 March, viewed 10 July 2019, <https://www.forbes.com/sites/victorlipman/2018/03/02/management-is-10-work-and-90-people/#645e6f706f0c>.

Bornstein, A 2019, ‘Small team? No problem. Here’s how to multitask with efficiency.’, Entrepreneur, 30 April, viewed 10 July 2019, <https://www.entrepreneur.com/article/331233>.

Heathfield, SM 2018, ‘Tips for effective management success’, The Balance Careers, 17 November, viewed 11 July 2019, <https://www.thebalancecareers.com/tips-for-effective-management-success-1916728>.

 

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant.

She is currently also doing content writing for MRS Management. 

Step 1              : Prepare for the coming week ahead!

Plan what needs to be done for the week and if you’re feeling like it, plot out what should get done on each day. This helps to ensure you start the week with clear goals for the days ahead. In fact, planning and writing it down can help you avoid forgetting important tasks.

Step 2              : De-clutter your workspace!

Keep only what you need frequently on your desk, near you for convenience but remove everything else and store them in places that are easily accessible. Keep your workspace tidy and neat to make the most of it while staying motivated!

Step 3              : Check your emails only once a while!

While checking emails frequently keeps you updated, it can also act as a distraction if you are already focused on a particular task. That new email could potentially cause your mind to wander off to other things and can slow you down in completing your tasks. So, set a time for email checks!

Step 4              : Take breaks in between major tasks!

Different people have different working styles and patternsthat suit them best. Personality traits can have an influence on this and it’s important to ensure you know how you work best. For some, this may mean frequent, short breaks between major tasks while for others, this may mean taking just a few breaks.

Step 5              : Keep yourself up-to-date!

Being up-to-date with the best result proven tools relating to your position at work can help to ensure you’re always on top of your game. Stay productive by learning about the most effective and efficient methods of approaching various work situations!

References

Cantor, K 2019, ‘36 life hacks for working people to make life easier!’, Everyday Power, viewed 5 July 2019, <https://everydaypower.com/life-hacks-working-people-make-life-easier/>.

Lavenda, D 2019, ‘10 simple productivity tips for organizing your work life’, Entrepreneur, 8 February, viewed 5 July 2019, <https://www.entrepreneur.com/slideshow/299624>. 

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant.

She is currently also doing content writing for MRS Management.

Although having more people in a team could lead to greater efficiency, it certainly is not the key to efficiency and effectiveness. Hiring people, regardless of their qualifications, academic backgrounds and skill sets, is just the beginning. Integrating them into the team and building the team into a united functioning unit is what contributes to the team and company’s overall success.

There is much that can be learnt from how these world-class teams operate. Work life may never be the same again!

 

Lesson 1          : Intentionally get to know your team members!

This helps to break the ice, remove any feelings of uneasiness and encourage more communicationwithin the team. Building friendships in and out of the office will give you a great start.

 

Lesson 2          : Team members are aware of how they fit in the big picture!

A high-performing F1 team is one whereby each team member has a specific role to play and is aware of this role as well as how it fits in the grand scheme of things. This would inculcate in them a greater sense of ownership of the team’s performance and can motivate them to improve and perform to the very best of their capabilities in that role.

Lesson 3          : Communicate, communicate and communicate!

In a team where each member or groups of members have specific roles to play, communication within the team becomes even more important as information needs to be transferred constantly throughout the team. Seamless transfer of information keeps the whole team updated and enables team members to act in the best way possible.

Lesson 4          : Embrace failure as a stepping stone to success!

However, it is an undeniable fact that failure at some points is inevitable. A high-performing team is one that embraces such failure as a team and takes the necessary steps to learn and improve from it!

References

Spurgeon, C 2016, ‘What makes a winning team?’, The New York Times, 2 September, viewed 25 June 2019, <https://www.nytimes.com/2016/09/03/sports/autoracing/what-makes-a-winning-team.html>.

Morgan, S 2017, ‘F1 experiences features ten teamwork skills we can learn from Formula One®’, F1 Experiences, 30 August, viewed 25 June 2019, <https://social.f1experiences.com/10-teamwork-skills-we-can-learn-from-formula-one>.

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant. In her university days, she was an active volunteer, organising and co-leading various events hosted by SUTS and is well-acquainted with working in teams.She is currently also doing content writing for MRS Management. 

Rapidly changing work environments and hence, work requirements, further emphasise the importance of continuous training and development of a company’s workforce. The real question is not whether employees need training and development, but what kind. There are different types of training today which range from on-job training methods like coaching and job rotation to off-the-job training which would include seminars and public workshops (Juneja 2019).

Both types of training have their time and place and need to be used accordingly as judged by those who call the shots on what trainings to sign employees up for. Trainings such as workshops are often seen as costly and ineffective as employees may not be able to relate the general theories and methods taught to their daily work environments. Hence, the most effective trainings of this nature are those that are tailored to the specific company that the employees work for.

Customised trainings would help employees be better equipped to handle and respond efficiently to their specific work requirements. Hence, businesses should focus on regularly conducting trainings that are tailored specifically to the needs of their business, current trends and employee needs. This may be more costly at first glance, but it will most definitely bring about greater benefits as employees would be equipped specifically to manage their actual work situations. Hence, businesses need a training provider who focus on such customisation and are willing to provide trainings that have you as the customer as priority.

Here at MRS, that is exactly what we strive to provide with each in-house training, a training that offers you and your employees the opportunity to get the most out of each session conducted to ensure that effectiveness and efficiency grows steadily.

References

Frost, S 2019, ‘The importance of training & development in the workplace’, Houston Chronicles, 5 February, viewed 28 June 2019, <https://smallbusiness.chron.com/importance-training-development-workplace-10321.html>.

‘Training of employees – need and importance of training’ 2019, Management Study Guide, viewed 1 July 2019, <https://www.managementstudyguide.com/training-of-employees.htm>.

Ricci, E 2017, ‘What’s on deck for your professional development?’, Entrepreneur, 13 September, viewed 1 July 2019, <https://www.entrepreneur.com/article/299207>.

Delmore, T 2019, ‘How to modernize learning and development for your team’, Entrepreneur, 26 April, viewed 1 July 2019, <https://www.entrepreneur.com/article/332337>.

About the author

Melissa Ann Liew holds a Degree in Bachelors of Business (Accounting) from Swinburne University of Technology (SUTS). She is currently pursuing her postgraduate studies at SUTS, in ACCA, to progress further in her journey to becoming a Chartered Certified Accountant. She is a believer in continuous professional development and constantly learning and improving in every aspect.She is currently also doing content writing for MRS Management.