3 Types Of HR Service Providers To Look Out For On Chrozon – 2

3 Types Of HR Service Providers

Previously, we saw 3 important types of HR service providers that can make a lot of difference in a company. But there are more than just HR consulting firms, leadership development firms and HR technology firms that a business can choose from and enjoy the benefits. At Chrozon, we have ten different types of HR service providers registered so that you can choose from the wide range of options available.

Here are 3 types of HR service providers that can help you run your business better.

1. HR Outsourcing
Apart from the above two, there are also HR outsourcing firms who take care of various important factors that HRs are supposed to look after. But if a company does not have an HR department already, they can simply hire an HR outsourcing firm to do the job for them. Background verification, tax consulting, payroll services, onboarding and offboarding services and so much more is taken care.

2. Recruitment & Staffing
One of the most important job of an HR department, recruitment and staffing needs to be taken care of with diligent care. Especially if a company does not have an internal HR department, hiring a Recruitment and Staffing service provider is of utmost importance. They look after psychometric profiling, identify the manpower requirement of an organization and provide the same. They look up for the right employees a company needs and also are manpower consultants in times of need.

3. Rewards Management
While there are service providers who only concentrate on recruitment, there are also those who look after rewards management. These service providers handle compensation surveys, incentives management, compensation management and the like. They basically take care of all types of rewards a company offers its employees. From keeping track of the cost, to figuring out how much they can shell out from the budget for the rewards to calculating how many rewards and benefits an employee is worth, rewards management service providers look after it all.

Just head to Chrozon and find yourself the above three and many more types of HR service providers that will help you get ahead in your business.

Visit us at: https://chrozon.com/

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Recognition or Appreciation?

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Most organisations today are trying to figure out how to create an engaging workplace.  Employee engagement is a top of the mind issue for most companies and especially HR’s as they have come to realise that in order to stay relevant they need highly engaged employees. A recent study shows that engagement level of the Indian workforce stands at 46% which is higher than the global average of 36% for the same. But still the fact remains that 54% of the Indian workforce is somewhat dissatisfied with their jobs.

When it comes to lack of employee engagement, employee recognition and appreciation are always amongst the top 3 reasons. 90% of companies and businesses have some form of reward and recognition programs, still job satisfaction among employees is declining. 79% of employees who quit their jobs state lack of appreciation as a primary reason. I hope you noted that its lack of “appreciation” and not recognition.

Recognition is positive feedback based on results and performances and so, such programs do not consider employees making mistakes or not achieving the mark. Yes, it feels good to get recognised for our good performances. However the limitation of recognition is that it is finite and scarce as it has to come down from the top management to hold value. Usually recognition programs revolve around monetary and non monetary benefits which are relatively easier to provide for most organisations.

If the reality is that it’s so easy, why is it that research shows that 2/3rd of employees are not engaged. It is because our basic need is ‘appreciation’ and not mere recognition. Authentic appreciation is tailored to individuals and requires some amount of openness to make it genuine. It is more about the people and what they are and less about what they do. Appreciation is simple and personal and it should mean something to the person at the receiving end. And to identify what is important to your employee’s, relationships need to build within teams, departments and the organisation. Because, appreciation works best when it comes from someone whom you want it from and it is usually expected from people whom you have a relationship with.

A study relating to motivation and productivity reveals that 23% of people are more effective when they are recognised and 43% are more effective and productive if they felt valued.  A pat on the back, few words of motivation to someone who is having a bad day or even appreciating an extra effort of a team member can do wonders. So I leave you with the question “What would you choose to motivate and engage your team or employees, recognition or appreciation?”

Visit us at: https://chrozon.com/