HR Intranet can prove to be a Boon to your HR departmentHR Intranet ~ As the professional world has switched from being in the office to be in front of their laptop screens,Human Resource: The Unsung Hero ~HR Intranetas the Saviour

HR – one of the most essential yet underrated departments in every organization. The department that maintains the internal work environment as well as brings in the best talent from various sources to enhance it!The department that keeps upwith all the small and bigintra-organizationalresponsibilities,such asemployee wellness,payroll management,grievanceredressal, employee engagement, workplace-policyenforcement, day to day operational management and of course, recruitment and onboardingin order to deliver the best workplace experience to each and every employee in an organization.

What poses the greater challenge is the popular belief that an HR cannot function properly unless they are directly incontactwith all the employeesbut the present scenario keeps all thepossibilitiesof suchreal-lifeencounters at bay andthe HR department too needs to find a digital way out to keep up their usual productivity and more during these conditions as well. Here’s where an Intranet can truly proclaim itself to be a Savior.

How an HR Intranet can Benefit your HR department

Building a sense of trust and security within the organization isn’t a task as easy as it seems. Instilling belongingness and loyalty in every employees’ mind is quite a tricky task and requires crucially extra efforts when it needs to be done remotely without having the scope for organizational intermingling for months. Here’s when harnessing the collaborative powers of an intranet comes to the rescue.

As the HR department is expected to be involved with a huge amount of data and information that needs to organized as well as be passed on to the concerned employee, department or the organization as a whole, utilizing a well-designed modern SharePoint intranet can do wonders for them.

Get to know how your HR Department can benefit from an HR Intranet

1. Information Management

The HRs can use the intranet as the one-stop-solution to all the information that might be required to be stored, searched or circulated. A number of widgets such as Announcements, Birthdays, Work Anniversaries, Leave stats, Team information,Employee Directory,Organization Chartcan be put to work to keep everyone updated and acknowledged alike. Quick navigation and search features of the intranet will ensure easy access to those information which otherwise would have consumed a huge amount of time, if provided on demand-basis, thus saving the precious time of both the employees and the HRs.

2. Suggestion Corner

An HR department that aligns well with the needs and expectations of the employees it the one considered to be asuccessfulone. An HR should regularly gather feedback and suggestions from the employees onvariousorganizational issues be itas simple asa celebration plan, an online get together, the menu preference at the office party, etc.or as formal as thepreferredemployee benefitspolicy,leave policies, travel policies etc.

An intranet can be used to gather such feedbacks across the organizationwithjust afewclickswith a number of interactive features like forms and polls. This will not only let the HR department take up thedecisions accepted and supported by the majority of the workforce but also help them make the employees enjoy a sense of ownership over the organizational decisions.

3. Community and Network Management

Be it your personal life or professional, relationships play a crucial role in our survival and successbe it the relationship between a manager and an employee, between twocolleagues, between board members, with investors, clients and so on. An intranet provides a great platform to nurture these relationships with better and enhanced communication.

Human Resource is the sole in chargeof enhancing the organizational community, workplace cultureand formal as well as informal employee networking.

An intranet can be used tomaintain a proper record ofbirthdays, workanniversaries,eventcalendars,personal feats of employees, and much more. Posting event announcements, fun office jokes and jargon, event photos and videos,or organizing fun polls on the intranetcanbe a great help in keeping the employees engages and building up their rapport with each other.

4. Performance Management

Intranet readily can act as a quite effective as well as transparent platform for performance management.

This particular personalized section can be added to the dashboard of each employee to include documents such as JD, KRAs,etc.that canbe backed up with business apps and utilities such asIdea Board,Kanban App,Project Tracker,Timesheetsetc.

This section can be accessible to the employee and their reporting manager to allow them tocontinuously evaluate and review the performance of the employee, leading to better productivity. Appraisals can take place on the same platform as well.

5. Recruitment

An HR intranet can be a great resource to the recruiters. It can easily be used to facilitatethe internal recruitment, departmental switchesandreferral systemby making theexternal as well as internalvacancies known to all on the hr intranet dashboard, thus making the recruitment process quick and transparent.Employee directoryembedded in the intranet itself canestablisha clear departmental clarity and connectivityamong the employees.

Additionally, dedicated intranet sections within the HR intranet portal can be created for each recruitment drive to connect all the interview panelists to ease the process of centralized discussions and shortlisting.

6. Training and Feedback

The pre-joining courses that the interns and trainees might need to go through before joining or in their very initial days before starting their work under someone’s mentorship can be managed and the performance evaluation can be done on the intranet by the recruiters. It can be a very convenient platform to track and monitor their learning speed and course completion accompanied by frequent feedback from the new joineeas well.

7.OnboardingandOffboarding

Theonboardingprocessbecomes extensively easy if the HR chooses to introduce the new employees to the organization with a catchy and innovative widget on the intranet, be it a flashcard, a textual welcome, an introduction video, and so on.All thecompanypolicies can be stored in a dedicated HR portal in the intranet that can be shared with the newemployeeson joiningand can be ever accessibleto every employee while keeping the accessibility permissions intact for each job profile.

Offboarding, though underrated, is a very important step to maintain a healthy relationship with the ex-employees and should be carried out with utmost care so thatthose biddingadieuto the organization take only the positives to their next company.Along with the usual farewell, a virtual farewell on the company intranet portal can be a great idea to make their last moments in the organization absolutely awesome.

SHAREPOINT INTRANET SUITE

By Michael Bustamante

‘Men go abroad to wonder at the heights of mountains, at the huge waves of the sea, at the long courses of the rivers, at the vast compass of the ocean, at the circular motions of the stars, and they pass by themselves without wondering.’ These are the words of St. Augustine who was neither a life coach nor a scientist and yet, how full of truth his words were.

The whole concept of a personal development plan relies on these words. Men take for granted what they are given by nature and they unconsciously assume that they know very well what they were given. Unfortunately, life is a lot more difficult these days and people soon discover that their only tool to succeed is themselves. They understand that they need an action plan to move on with their life within the context of career, education, and relationships. They need life coaching.

A personal development plan is part of life coaching and the two concepts are often times confused. People somehow imagine that a personal development plan is all it takes to get their life on the right tracks. They also forget that a PDP is not a way to get back on the tracks but it is a way to explore and discover the right tracks you should follow. Some people understand the need of life coaching in implementing a PDP, others don’t.

But why do people need a personal development plan or life coaching as a matter of fact? Well, essentially, they need such a plan because they feel that something is wrong with their life and something is not working properly for them. They do not know the answers to some simple questions:

— Do you know who you are and what you want most in your life?

— Are you aware of the special gifts which you were personally and uniquely endowed with?

— Can you identify the obstacles which prevent you from achieving your goals?

— Are you aware that there is a difference between you and the higher you?

Most people do not know the answers to these questions. Life coaching has the very role of identifying these answers accurately so that you can use them towards self improvement and personal achievement in all respects of your life. Life is simple when you know what solution to use for each specific problem but the solutions are within yourself and unless you know yourself you will confront life with the wrong solutions, making it more difficult than it already is.

A leadership development plan is a special part of personal development plan. More and more people become leaders and not necessarily because they choose to. Many assume that leadership is just something that you have or you don’t have. The fact is that even if this principle were true, how could you be sure that you don’t have it unless you’ve looked for it?

Life coaching is the only way to find out what you can do and how far you can go in your life. Knowing your limits, your strengths and your weaknesses, will reveal the path you need to take whether it is in your profession, personal life, or education.

About the Author: Helen Ollerenshaw is a

leadership development plan

specialist and member of Stanford Who’s Who

Business Social Network

Source:

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Submitted by: Penny Lane

If you have been injured at work but have not filed a workman s comp claim, odds are the people around you have suggested you do otherwise. Even hiring a worker s comp lawyer may be helpful in such a case, especially if you are unsure about the details surrounding the workers compensation laws or what benefits you may be entitled to. A worker s comp attorney can put all of these things in perspective for you, no problem. At a basic level, workman s compensation is a category of insurance which employers are required to carry for their employees. The insurance must cover expenses of any injuries sustained while on the job, any job related illnesses or any wages lost because of such problems.

According to the law, any worker who has been injured on any job even if that worker is at fault for their own injury; is entitled to compensation. Any illness or injury which takes place on a job site is covered by this type of insurance policy. Such work-related issues may include back strains and sprains, cuts, burns, neck pain, shoulder pain, broken bones, heart attacks, headaches, knee issues, hypertension, wrist injuries or even carpal tunnel syndromes. If environmental conditions of a job site have negative effects on workers health, these workers are entitled to compensation as well. Workers who have been made to work in conditions where they may have been exposed to lead or asbestos poisoning can qualify for workman s compensation.

Sometimes when a worker s injury takes too long to heal it will also require a great deal of expensive therapy. Such an injury may also cause the worker to miss quite a lot of work. In this case, an attorney may be helpful in seeking any lost wages especially if a doctor has proclaimed this worker unfit for work. In the case that a doctor says a worker is fit for work but the worker feels differently, an attorney can assist in requesting a reevaluation.

Lawyers that specialize in these types of cases are especially helpful in taking care of any problems that may arise. If you have been injured in an accident at work, the last thing you want to have to deal with is the paperwork of filing a claim. Because an attorney is familiar with the workman s compensation laws, he can easily negotiate with the insurance companies involved, and arrange for a second opinion if need be.

Because just about all attorneys provide a free consultation, you would not have to worry about the additional fees of hiring an attorney until you have a good idea about the outcome of your case. That said, most workers comp lawyers do not charge until after the case is won, or on a contingency basis. Having an attorney around during the process of filing a claim means that a practiced hand will be guiding you through the case s development. An attorney can easily document all of the assistance you need as you recover from your injury, as well as the time you have lost from work.

About the Author: Penny Lane recently reviewed the work of a

Des Moines worker s comp lawyer

to review the effectiveness of their work. Her son hired a

Des Moines worker s comp attorney

to seek compensation from his employer.

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