Ashby’s Post

Ever heard the saying, “Staff to the valley, subcontract to the cliffs”? It is staffing strategy for optimizing your gross margin and keeping your clients happy. For your professional service business, maintain staffing levels for your typical workload (the valley) and use subcontractors to handle peak demands (the cliffs). You need a reliable backup to handle peak demand without compromising service quality. This can look like subcontractors that are ready to step in or reliable overtime options. On the other end, you don’t want to end up with too many full time employees on your payroll when the workload drops back down. Aim for a 30-40% surge capacity. This keeps your core team focused and ensures you can scale efficiently when needed. Plan smart, execute flawlessly, and keep your customers happy. #Staffingstrategy #Businessperformance #Improveprofits

Setting clear expectations for employees is important for retaining your organisation's top talent. Beware of losing your best people over disputes related to ineffective technology. "One California-based firm with 200 employees used AI to generate their company handbook. But after distributing it company wide, managers discovered there was a section on overtime in there, but it was blank." https://lnkd.in/gBkfVRUK #AI #employeeretention #employeehandbook

Evolution of Human resources The Human resources profession has overtime become less cumbersome and more about the personal development. This however is not the case for most organization's that still have a stigma towards the Human resource personnel and view them as the enemy or employees feel the need to camouflage themselves to gain confidence of the Human resource. I would like to pose a challenge to organization that are deep rooted in the backdated organization culture, for them to evolve and incorporate new practices that are more centered towards the well-being of their employees. Food for thought. Happy workforce results in a profitable organization.😊😊 #hr professional #evolution #growth #hr development #food for thought.

The equation "Smart Boss + Smart Employee = Profit" highlights the synergy created when savvy leadership and capable workforce collaborate effectively, leading to innovation and increased financial gains. In contrast, "Smart Boss + Dumb Employee = Production" suggests that a competent manager can still achieve productivity, although it may be less efficient due to the employee's lack of skills or knowledge. Meanwhile, "Dumb Boss + Smart Employee = Promotion" emphasizes how a capable employee can shine in the presence of poor leadership, often leading to their recognition and advancement, possibly taking on more responsibilities to compensate for the boss's shortcomings. Finally, "Dumb Boss + Dumb Employee = Overtime" points to a scenario where ineptitude on both sides leads to inefficiencies that require extra hours to meet basic expectations, causing frustration and burnout. Overall, these dynamics illustrate the critical importance of competence at both leadership and employee levels, where a strong relationship fosters higher performance, while deficiencies can lead to varying outcomes from promotions to unnecessary overtime.

How do organizations accurately determine the number of Full-Time Equivalents (FTEs) needed to fill staff schedules without requiring overtime?   If you’ve ever worked on this problem, you know that hiring 30 FTEs does NOT imply 30 FTEs will be worked. This means FTE totals taken from the HRIS system are unreliable (no, we aren’t referencing nonproductive time, although it also must be considered when calculating productive availability)!   To truly understand staffing commitment, we must review historically worked hours for each team member. A team member's commitment is defined as the weekly hours they have agreed to work. As an example, 0.9 FTE RNs are hired to work 36 hours per week (typically in a 3x12 shift format).   Analyzing FTE availability begins with comparing this agreed-upon FTE commitment with actual worked hours.    Stay tuned to discover how understanding FTE commitment can significantly impact your organization's staff satisfaction, workload distribution, and optimal use of premium pay! #labormanagement #commitment #healthcarestaffing

There, someone has pointed it out.🤝 Please consider setting up automated responses or hiring more staff to handle the influx of applications. This could help streamline the process and ensure that no applicant is left waiting. It's important for recruitment agencies to remember that every applicant has put time and effort into their application. They deserve to be treated with respect and transparency. A response or automatic reply would not be difficult. I hope agencies and organizations will take steps to improve their communication system during recruitment, especially responding to emails.

Balancing employee needs with business objectives is one of the biggest challenges HR professionals face. Over the years, I’ve learned that mastering this balance comes down to one key question: What is important to me in this moment? When an employee approached me with a request for leave for something that mattered deeply to them, in that moment, I cared about ensuring they had the time to take care of their personal matters. When my manager needed me to review payroll and limit overtime, I cared about helping my manager achieve our budget and KPIs. When a line manager shared their aspirations for career progression, I cared about their future and what it meant for their family. While we focus on long-term improvements and organizational change, it’s crucial to be present IN the moments that matter most. By asking myself what’s important right NOW helped me to connect to what mattered in that moment and I cultivated a HR brand that prioritised and cared for people! “Being present is the formula for a big bold life!“ Unknown #HR #beingpresent #puttingthehumanbackintohr

Sometimes a plot/property might not seem the best at first glance. but due to some factors overtime then its hot cake . I recently came accross a layout(A) with a plot at standstill price. The neighbour layout(B) was gaining traction hence affecting layout(A) In a span of 2months, layout(A) appreciated in approx.16.67% worth of value. that's good ROI.. P.S the best time to invest in plot/property was last year, the second best time today, tommorrow, tills it's cheaper ?? what do you suggest ???

Hi all, Just a quick thing that is bothering me. Can an employer dismiss an employee because of incorrectly logging overtime hours? The line manager is the one approving the OT by the way. Isn’t it their jobs to inspect timesheets and ask questions were necessary? Also if the employee agrees that there was an oversight with “some of the times put in” And agrees that it can be rejected by their line manager - why does the line manager feel like it is a sackable offence by being aggressive jumping straight from verbal warning to dismissal? HR people I would appreciate some insight around this matter.

𝐑𝐞𝐩𝐥𝐚𝐜𝐢𝐧𝐠 𝐚 𝐰𝐨𝐫𝐤𝐞𝐫 𝐜𝐚𝐧 𝐜𝐨𝐬𝐭 𝐚 𝐜𝐨𝐦𝐩𝐚𝐧𝐲 𝐚𝐬 𝐦𝐮𝐜𝐡 𝐚𝐬 𝐭𝐰𝐢𝐜𝐞 𝐭𝐡𝐚𝐭 𝐞𝐦𝐩𝐥𝐨𝐲𝐞𝐞'𝐬 𝐬𝐚𝐥𝐚𝐫𝐲?💸 So, if you're a manager or running a company, consider this- turnover costs businesses billions of dollars each year. When you lose an employee, replacing them can cost anywhere from half to twice their salary. This includes not just recruitment and hiring expenses, but also the time and resources spent on training and integrating new team members. High turnover rates can disrupt workflow, lower morale, and affect overall productivity. While every case is unique in its own right, the main reason that usually props up is culture issue. Extended work hours, the HR logging in every bathroom minute, unpaid overtime and whatnot! If you're a CEO, know that these tactics aren't saving you money, in fact quite the opposite! The sooner you change your policies for the better, respect your employee's time and reward their efforts, the sooner you'll see the winds blow in your favor. #EmployeeRetention #WorkplaceCulture #EmployeeEngagement #HR #Leadership #EmployeeExperience #PhailaavConsultancy