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This is more towards students but it does the job.

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Raise Your Standards - Motivational Videos For Students 🔺

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Reviewsnap - Performance Management Software for Everyone

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The more frequently employees receive feedback, the better. As an HR professional, you've surely heard that before. And maybe you've tried to implement weekly, biweekly, or monthly 1-on-1 meetings between...

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3 Keys to Setting Performance Standards for New Hires - Reviewsnap - Performance Management Software for Everyone

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The more frequently employees receive feedback, the better. As an HR professional, you've surely heard that before. And maybe you've tried to implement weekly, biweekly, or monthly 1-on-1 meetings between...

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Ways to motivate

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People are the main and the most important resource of each company. For achieving great results each leader needs to have a motivation strategy to create and maintain the spirit of enthusiasm among employees. Below are 15 effective ways for you to motivate your staff and ensure the continuous growth of your organization.

Follow Anush at @anushkostanyan or contact her at anush.kostanyan@gmail.com.

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People are the main and the most important resource of each company. For achieving great results each leader needs to have a motivation strategy to create and maintain the spirit of enthusiasm among employees. Below are 15 effective ways for you to motivate your staff and ensure the continuous growth of your organization.

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Your typical HR correspondent.

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This article shows a good reason why HR is relevant.

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Your people are your greatest resource. One way to be sure your business will succeed is to look after your employees.

Treat your employees fairly and provide them with opportunities to grow, and in return they'll help you to achieve your ideas and hit your business goals. And of this is all down to HR.

What exactly is human resources?

Human resources (HR) is the umbrella term used to describe the management and development of employees in an organisation. Ultimately, it's all about increasing employee performance.

Traditionally, HR focused on hiring, firing and the old-school annual pay review. More recently, HR has been positively reframed, covering a much wider remit.
Basic functions of HR include:
In addition, HR today plays a significant role in developing positive business culture and improving employee engagement and productivity, both of which are critical to business success.

Employee wellness and personal development are also increasingly recognised as essential aspects of HR.

Why is HR so important?

In small businesses, HR is easily overlooked. Many entrepreneurs get their businesses off to a flying start, but grapple with people management as the business starts to flourish. Managing staff takes time and it requires specific skills. HR is an area of expertise many business owners lack.

Regardless of skills, the value of HR in business isn't always immediately apparent. With just a few employees, business leaders feel like they have their finger on the pulse when it comes to the people they hire and manage.

But as a business grows, leaders often find there just isn't time to deal with day-to-day people management and recruitment and the focus on people can easily get lost. This is the costliest mistake a small business can make. Comprehensive HR is crucial for success. Without a talented team, your business falls down.

HR covers so much more than hiring, firing and pay reviews. It encompasses all aspects of people management, communication and is pivotal in building a positive culture. Get HR right and you are half way to making your business dreams a reality.

Consider the consequences of poor HR. When employees don't feel supported, aren't being given opportunities, work long hours, and so on, their motivation to perform is impacted. Under-deliver on effective HR and it has a knock-on effect on your bottom line. People, culture and business success go hand-in-hand.

Reputation as an employer is influential in attracting talent. It also impacts on customers. Take Uber as an example - plagued by a string of HR catastrophes from sexual harassment cases to ignoring employee complaints, the resulting bad publicity has undoubtedly deterred many from working there or from using their ride-sharing services. Bad HR has destroyed Uber's employer brand.

What are the main functions of HR?

Recruitment and onboarding

Finding the right people to work in your business can be difficult. The recruitment process can take months and getting it wrong can be costly. Finding a good fit when it comes to recruiting talent is one of the most important aspects of HR. Hire too many people, too little or recruit an inappropriate candidate and your business will suffer.

The importance of onboarding is perhaps the most underestimated part of the recruitment process. What is onboarding? Not to be confused with orientation, onboarding refers to the whole experience of hiring, welcoming, orienting and engaging a new recruit and assimilating them into the culture of your organisation.

Poor onboarding can have a hugely negative impact and leave talented new employees disengaged from the word go. Good onboarding maximises employee engagement and increases retention. For guidance, see the Recruitment and Induction Guide by the Chartered Institute of Personnel and Development ( CIPD).

Performance management and training

Performance management, training and development are a big part of HR. Almost all employees will have some weaknesses in their workplace skills. Performance management helps to address those issues. An effective performance management system enables managers to offer support to employees who need it and identify future superstars.

Learning opportunities contribute to better employee engagement, increased productivity, reduced employee turnover and add to a more positive culture.

Comprehensive training and personal development help to reduce any weak links in the company (including managers). Investing in your employees strengthens your organisation and gives your business a competitive edge.

Building and maintaining company culture

Positive business culture is no longer a nice-to-have. It drives employee engagement, job satisfaction and staff retention, and it defines business success. HR plays a key role in developing, reinforcing and changing the culture of an organisation. Pay, performance management, training and development, recruitment and onboarding and reinforcing the values of the business are all essential elements of business culture covered by HR.

Getting culture right isn't easy. It requires a multi-pronged approach and needs consistent nurturing (read more about workplace culture in The Culture Economy Report 2020). Essentially, HR plays a significant role in setting the right tone when it comes to company culture.

Business communications

Every business requires effective communication to operate. Most businesses involve people and rely on a series of interactions with others. How communication occurs in a business is often defined by HR. Essentially, communication forms the basis of your culture.

Good communication mitigates misunderstandings, increases employee engagement, forms the basis for better client relationships, encourages innovation and creativity and helps to build a positive culture.

Legal and regulatory compliance

HR professionals have a full understanding of employment law and all of the regulatory requirements of a business when it comes to their people. This is a huge area and shouldn't be underestimated. An unfair dismissal claim could be an expensive mistake.

Employing a dedicated HR professional isn't a luxury for SMEs, it's essential. It's common for entrepreneurs to start out their business wearing the HR hat, but looking after HR and the complexities of employment law isn't effective time management and it's costly for the business when something goes wrong.

Business leaders should concentrate on growing the business and leave HR to the professionals. For a small business this may mean a part-time HR manager to begin with or requirements can be outsourced. Having someone to deal with everything employee related from absence management, staff grievances, holiday entitlement, pay, to maternity and paternity policies will ensure your business is kept compliant.

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Your people are your greatest resource. One way to be sure your business will succeed is to look after your employees. Treat your employees fairly and provide them with opportunities to grow, and in return they'll help you to achieve your ideas and hit your business goals.

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Here is a pretty interesting article on importance of functional structure.

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Functional structure is one of the most common types of organisational structure in business, especially in larger companies, where groups of employees are organised according to the function they perform.

What is a functional organisational structure?

In this type of organisational structure, businesses are organised according to their roles and skills into smaller groups or departments. This may include, for example:

Individuals, teams and line managers are grouped into a specialised department where they report to the head of the department, eg the sales director. The business' top management team typically consists of several functional heads, eg the chief financial officer, the marketing director or the head of operations.

Read more about the hierarchical organisational structure.

Advantages of a functional structure

Functional structure arguably achieves greater operational efficiencies, as employees with shared skills and knowledge work together and perform similar functions.

The advantages of this type of structure are:

specialisation - departments focus on one area of work

productivity - specialism means that staff are skilled in the tasks they do

accountability - there are clear lines of management

clarity - employees understand their own and others' roles

However, the nature of departmentalism within a functional structure can present certain risks.

Disadvantages of a functional structure

The vertical separation of divisions and teams can lead to the creation of 'organisational silos' - a mindset where one team hesitates to share information or knowledge with other teams within the same organisation.

This silo mentality can cause problems around:

aligning priorities across the business

the flow of information and communication

collaboration

co-ordination of decision-making

embedding and managing change across departments

Functional structures are common in a wide range of businesses across many sectors. They work best within large companies, especially those that produce products or services on a continuous basis, such as in manufacturing.

Smaller companies may find functional structure too rigid, preventing them to adapt to changes quickly and easily. Project management organisational structure or flat organisational structure may be better options in this case.

Depending on your business needs, a matrix organisational structure or decentralised organisational structure may also be a suitable choice.

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Functional structure is one of the most common types of organisational structure in business, especially in larger companies, where groups of employees are organised according to the function they perform. In this type of organisational structure, businesses are organised according to their roles and skills into smaller groups or departments.

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Indeed has a pretty neat article on the differences between long term planning and short term planning.

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Businesses and employees set short- and long-term goals to help them measure their performance in the workplace. They both utilize key performance indicators to analyze if they're on target with their goals that tie back into the organization's strategy. However, planning short- or long-term goals makes the difference in the execution of your projects.

In this article, we define short and long-term planning, the differences between these concepts and show how to use SMART goals for short-term planning.

Related: Setting Goals to Improve Your Career

What is short-term planning?

Short-term planning is defined by the characteristics of an organization, such as skills. In the workplace, managers devise strategies on how to improve these characteristics in the short-term to meet long-term goals. For example, issues with company equipment like computers, or the quality of content provided by employees, need to be addressed to meet short-term deadlines set by management.

Short-term planning can factor in these concepts to reach success:

What is long-term planning?

Long-term planning displays how your business can be successful over a continued period. The goals set in long-term planning are less likely to be changeable due to the consensus a management team needs when creating them initially.

Long-term goals can factor in these concepts to reach success:

What are the differences between short- and long-term planning?

Short-term planning evaluates your progress in the present and creates an action plan to improve performance daily. However, long-term planning is a comprehensive framework that comprises of goals to be met within a four- to five-year period.

Here are two key differences between short-term and long-term planning:

1. Scope: Ideally, a short-term goal should tie into a long-term goal. However, daily adjustments are required to ensure that you're working efficiently to meet your goals and that operations are smooth. Thus, the scope of short-term planning may change daily compared to long-term planning, where their goals are finite after they're discussed with key employees.

2. Execution: The execution of short-term planning depends on current operations that can determine if an organization is completing projects. The execution of long-term planning is based on if short-term goals can be met. For example, if your long-term goal is to hire more 50 more staff members within the next four to five years, you can set short-term goals for which positions need to get filled quickly.

How to use SMART goals for short-term planning

Short-term planning can be perceived as measurable action taken to execute the strategy agreed to by management and the rest of the organization. In fact, short-term planning can fall under the SMART formula (specific, measurable, actionable, relevant and time-based). Thus, a series of objectives must be assigned and completed to plan for short-term success.

Follow these steps to learn about the SMART formula and how it can help with short-term planning:

1. Understand the SMART framework

Short-term planning is an operational piece that is crucial to the success of an organization. Usually, lower-level employees can execute short-term projects assigned by their manager. Changes to workflow processes and technology can help streamline a team looking to achieve a company's long-term goals. Breaking down and understanding the SMART framework gives your more clarity for your short-term planning.

Here's how each part of the SMART formula works:

Specific: This step measures what you want to achieve in the short-term. The short-term can be defined by a number of hours, days, months or a one-to-three-year period, depending on the size of the company. In fact, the formulation of your organization's long-term goals and strategy should put you in a position to determine how you want to run your operations. You may need to check with low and mid-level managers to ensure this is an effective management style for them to execute.

Measurable: Know how long-term goals are being measured, so you align measurement practices to your short- term planning strategy. Set up milestones help you break down a timeline in reaching desired steps of your short-term plan. If you're looking at applicants for expansion, you can use this step as a benchmark to see the number of candidates applied to a position and the number of interviews you've secured. You can change how your metrics tie into your long-term goal in case you run into any disruptions and establish a rewards system for when you reach that milestone.

Achievable: Identify your motivations in planning for the short-term and what you're trying to get out of it. Knowing the output you want to receive from your team helps you stay focused on what the organization is trying to achieve. Also, it can outline the effort and resources needed to assist your team.

Relevant: Make sure that your plan aligns with the company's core values, and if you can establish a process that can promote the efficiency of your employees.

Time-based: Define how long you need to plan and how long the team needs to adapt to changes spearheaded by management.

2. Prioritize what your organization needs to accomplish

Once you understand how the SMART framework can help your organization carry out your day-to-day operations, look and see what parts of your organization need immediate assistance. Some areas can include project management, company facilities and team morale.

3. Consult with management to see if short-term planning demands align with everyone

Before you can create short-term business goals, consult with your team to see if they share the same demands and mindset about what type of short-term planning is needed. Feedback is essential to planning the best solution for your organization.

How to create short-term business goals

Here's how you can create short-term business goals for your organization:

1. Remind your team of long-term business goals

2. Determine what your team needs to reach long-term targets

3. Develop your team's skills to meet long-term goals

4. Find out how to keep track of your team's development over time

1. Remind your team of long-term business goals

Teams need a consistent reminder of what the company's long-term business goals are. By reminding your team about the goals they need to reach and why, it gives them more clarity on which tasks to prioritize in the short-term.

2. Determine what your team needs to reach long-term targets

Once you review your organization's long-term goals and understand your team's demands, determine what your team needs to be successful. It could be access to new technology, more training on current technology in place or a larger staff to hit short-term targets. It's essential to include them in the goal-creation process so they can understand the results they are striving for.

3. Develop your team's skills to meet long-term goals

With the help of your human resources department, create programs to train your staff on how to reach their goals. Team-building activities are essential in sustaining your team's morale and encouraging a culture of growth. You and your human resources department should take an active approach in communicating and enacting your plans to generate success.

Related: 6 Tips for Effective Teamwork

4. Find out how to keep track of your team's development over time

Discuss with your team and human resources department how to track success of your short-term business goals. There should be full transparency in communicating how you're completing major projects tasked by management.

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The Key Differences Between Short- and Long-Term Planning

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Businesses and employees set short- and long-term goals to help them measure their performance in the workplace. They both utilize key performance indicators to analyze if they're on target with their goals that tie back into the organization's strategy. However, planning short- or long-term goals makes the difference in the execution of your projects.

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Going global

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Our Structure
Our Global Ethics & Compliance program is led by our Global Chief Ethics & Compliance Officer (CECO) who reports to the company's Executive Vice President of Global Governance and Corporate Secretary. The CECO also provides regular updates to the audit committee of Walmart's board of directors. The board of directors plays a critical and active role in overseeing the company's ethics and compliance program. In addition to receiving a regular flow of information about ethics and compliance issues, each year the audit committee and the compensation and management development committee establish goals and metrics relating to ethics and compliance. The board assigns these goals to relevant executives and business units and establishes accountability for achieving adequate progress on the goals.

Our ethics and compliance efforts in our U.S. retail operations, our U.S. eCommerce business, and our International operations are each led by a Senior Vice President, CECO. These CECOs lead dedicated teams of ethics and compliance personnel, accounting for more than 2,000 associates worldwide. Each international market's Ethics & Compliance program is led by a market CECO with direct reporting lines back to our company's home office in Bentonville, providing increased transparency, consistency, and accountability. Market CECOs also sit on the leadership team of their local business, enabling a close relationship to and influence in local operations.

Ethics & Compliance Committees
We have ethics and compliance committees comprised of members of management at the global level and in each of our retail markets. Walmart's most senior executives are members of the company's Ethics, Compliance, and Risk Committee. That committee meets regularly to discuss current issues related to ethics, compliance, and other enterprise-level risks, with meetings structured to ensure follow-up and accountability for action items. Each of Walmart's retail markets has its own similar committee consisting of the market's senior management and its ethics and compliance leaders, including both the market CEO and the market CECO.

Our Program Building Blocks
The six basic building blocks of our global program help keep us consistent and responsive as our business and the external environment change:

1. Leadership

2. Risk Assessment

3. Standards and Controls

4. Awareness

5. Training

6. Monitoring and Response

We regularly evaluate whether we have the right leaders for each aspect of our program:

Those leaders conduct an assessment of the company's risks and measures for managing them

The results of that assessment inform the continual development of our standards and controls

We make our associates aware of those standards and controls

We provide training for our associates on how to implement and use those standards and controls

We continually monitor and assess the execution of our program to provide data for making informed decisions

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Each week, Walmart serves nearly 265 million customers globally, and we employ approximately 2.2 million associates. In an organization of any size, a strong culture of integrity is essential, and at Walmart, our culture-the attitudes and actions that help create an honest, fair and compliant...

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Reading about corporate ethics and how they are trying to change the environment is really cool. These companies dont have to do this but they want to give back to the community.

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Green isn't just our color. It's our commitment.

Our Publix Mission challenges us to be responsible citizens in our communities. Part of that mission is to meet today's needs while being mindful of what's essential for tomorrow.

We constantly examine our processes in stores, warehouses, and offices, looking for ways to improve how we do things.

What exactly have we done? What results have we achieved to date? Take a look around our virtual store to see for yourself.

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Our Publix Mission challenges us to be responsible citizens in our communities. Part of that mission is to meet today's needs while being mindful of what's essential for tomorrow. We constantly examine our processes in stores, warehouses, and offices, looking for ways to improve how we do things.

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Hello my name is Jonathan Quillen. I am 26 years old, I have lived in Jacksonville all of my life. Hopefully I won't shank my chances with passing this class. I am currently on course to finish my AA this coming year. I will be chipping away with classes next semester.  I don’t have any plans after finishing my Associates Degree, I may swing over to UNF and finish my bachelors there or I may just setting into a job. Nothing is in my line of site as of yet. This summer everything hasn’t gone totally according to plan with Corona. But I am still putting right along, going through the hills and valleys or change. What is my hobby?