Startup Europe Week Limassol: Fintech Forum
February 3, 2016
What happens when you can’t stand being in the same room with a co-worker?
February 23, 2016
Show all

Re-fuel your employees with passion!!

Businessman holding paper showing that he love his job with clipping path

Remember the previous passion fueling blog? The one, we elaborated that ‘Fuels and passion have one very common feature. They both make things move. In the case of fuels, they make cars move and in the case of passion, it makes us grow and want to be better’.   There, we provided some of the key tasks of Human Resource Management (HRM), .

Now, it’s time to get a full idea of HRM by having a look at the remaining tasks, not described previously.

  • Training

Rapid change and technological advancement require a skilled and knowledgeable workforce with employees who are adaptive, flexible, and focused on the future. As a general and / or human resource manager, one of your key responsibilities is to invest in developing your staff’s skills. Encourage growth and career development by training and coaching, and by helping employees achieve their goals by providing them opportunities and motivation for growth.

It is always important to work with your staff in order to properly assess them and provide feedback on their skills and interests; select training and development activities matching their career development objectives and job requirements; inform your employees about training and development opportunities on campus and  create an annual development plan; stay informed of current policies and practices that support employee development; follow up with employees after a learning activity to integrate new skills and knowledge into their responsibilities. Also, by following up with employees who have had some new training, you can then disseminate that knowledge to other employees in our company, thus effectively spreading knowledge.

Nobody is fully educated. We all learn in the process. Right?

  • Communication

Communication is one of the key components for an effective HRM, and really, for anything happening within and outside a company. Beside the major tasks you and your employee, have to perform, good communication skills are necessary for successful management. Communication in businesses is about more than just exchanging information, it combines a set of skills including nonverbal communication, engaged listening, managing stress in the moment and the capacity to recognize and understand your own emotions and those of the person you’re communicating with. Effective communication is the one that helps you deepen your connections to others and improve teamwork, decision making, and problem solving. It enables you to communicate even negative or difficult messages without creating conflict or hindering trust.

  • Performance Appraisal

High employee performance within an organization shows the effectiveness and success of HRM. Therefore, making sure that all employees are committed, engaged and that their performance is optimized and objectively measured against Key Performance Indicators, will bring you another step closer to succeeding in the difficult and tricky HRM task.  To that end, various types of rating systems can be used, and it’s usually up to the company and HR Manager to develop these. A good way to keep track of performance in monthly or quarterly employee evaluation forms. To me, monthly is easier to keep track of, since you still have everything fresh in your mind. Let’s face it, if you only have one or two employees, quarterly is achievable, but when you grow, keeping track becomes harder. When an employee is performing well and has shown interest and initiative in the work, rewarding and giving appraisals can be very beneficial in providing motivation for them to better their work even more.

  • Employment laws

Human resource professionals must be aware of all labor laws. These laws set out the rules for discrimination, health-care requirements, minimum wage etc. Knowing them, allows for HRM professionals to provide proper information to employees as well as to create internal policies which are in line with all legal requirements. Furthermore, keeping your policies along those lines will make employees feel safe and appreciative of the company practices. And, you must never forget that, in the event of a conflict with an employee, which unfortunately could happen, being in line with the laws of your country, will always make the conflict resolution easier.

As small note: each country has its own laws governing employment conditions. Therefore, according to the country of company registration, things change. Hiring a legal consultant can also be of help, at least at the setting up stage.

  • Safety and health

According to the International Labor Organization ‘every 15 seconds, a worker dies from a work-related accident or disease and every 15 seconds, 153 workers have a work-related accident.’ Astonishing numbers, don’t you think? Therefore, safety and health is a major issue in all organizations. Be sure that you are aware of all worker protection requirements and ensure that the workplace is meeting legal standards. Protection requirements may include chemical hazards, stress and psychological risks as well as the protection of private employee information


So, to recap, the seven main responsibilities of HRM managers: staffing, setting policies, compensation, retention, training, employment laws and worker protection. Each of these major areas will be elaborated separately in the following blogs to come, so stay tunes!

In the meanwhile, consider how passion ties into your hiring practices and work environment. As Confucius very well said’ Love your job and you will never have to work a day in your life’.



Leave a Reply

Your email address will not be published. Required fields are marked *