Edition 6 - March 2007Good luck for 2007! From all of us at Access HR we hope that you enjoyed the festive season, celebrating with family and friends, and that the New Year brings you happiness and success. The team at Access HR is focused on servicing their clients and candidates professionally with a personal touch added to it. This is why the focus of this version of the newsletter is going to be all about how to make 2007 a successful year. On the temporary side of Access HR Labour Day is on Monday 12th March. It is important that timesheets are sent through at the close of business Friday 9th March. Pays will be available in bank accounts as per the norm – Wednesday 14th March. Access HR will be closed on Monday 12th March, although Kim White is available on her mobile for urgent matters. Work Satisfaction: “And in the end it’s not the years in your life that count, it’s the life in your years” – Abraham Lincoln.
Set yourself goals to achieve by the end of the year – this time next year we can reassess how we went on achieving them – or how far off we are from achieving them. Wishing you a successful year, and remember Access HR is happy to be of assistance to you! The Access HR Team! | |
Temp Star
Access HR believes all our temporary employees contribute and perform extraordinarily and should be recognized for their efforts. It is with great pleasure we announce March 2007 Access HR Tempstar. This award is determined by general work performance, feedback received from clients and the Access HR team. And the winner is Maree Cantor Access HR Tempstar (March 2007) Maree joined Access HR just before Christmas and has proven to be a lovely, happy, willing to please temporary employee. The most endearing asset Maree has shown is her loyalty. Maree insists on finishing her assignments, even if that means missing out on another position. In a temporary employee this quality does not often come across, and when it does should be treasured. Maree has a helpful nature, and is able to adapt to different environments with ease. Congratulations Maree on receiving the TempStar Award. It is well deserved, and I look forward to working with you in the Temporary Division and assisting you with finding permanent work. Maree, is looking for Reception / Administration work. She has 10 years experience on reception including using various switchboards, she uses MYOB and has intermediate – advanced skills in Microsoft Office. |
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How To: Make 2007 Successful
Survive the First 100 Days: It is generally accepted that the initial months in your first role are the most testing in whether or not you will be successful. A major commitment to the position, may even lay the groundwork for the rest of your career. The Five Steps To Surviving the First 100 Days:
Research, before your first day – make full use of corporate websites, company reports and industry publications to learn about the company’s procedures and operations.
Arrive early expecting to take part of a comprehensive induction process. Make the most of any opportunity asking questions and take notes. The first few weeks may leave you feeling disorientated, out of your depth or unchallenged and even for the job not to live up to your expectations. Be open-minded, flexible and remain enthusiastic.
Most workplaces have their own unwritten rules and cultural taboos, and these are just as important for you to know and observe them as it is to adhere to formal company policies and procedures. Keep your eyes and ears open, watch how others conduct themselves, and alter your behaviour to match.
Building a good relationship with your manager is crucial in any position. From the outset establish what their expectations are of you, pro-actively seek opportunities to show your ability to learn, and regularly discuss your progress with your manager to ensure you are heading the right way.
Once you have successfully completed the first 100 days you need to consistently match or exceed expectations in every task. Attend seminars, conferences and workshops, always be alert to new learning experiences and continue to broaden your skills and competencies. |
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Breakthrough Ideas
Breakthrough or innovative ideas sets aside organization’s top employees (world-class players) from the rest. Without innovation, companies cannot grow, and their products, services and people can become stale. Marketing, sales and business development are traditionally thought of as the idea makers, although these days everyone in the company has a responsibility to be creative. The Four Steps to having Breakthrough Ideas:
Identify problems that you can apply some creative thinking to. It is important that you give the matter your close attention and collect as much related information as possible. You must understand the problem before being able to think of a solution. Always bear in mind the outcome and effect to your solution. Discuss with others to obtain a wide scope ensuring you will be addressing the whole problem.
Inspiration comes from everywhere – be receptive and constantly open to new influences, opinions and ideas. You don’t need to be in the office to think of the idea, you may be in the car, at gym, or in the shower. Work out when your best thinking time is and channel it. When it comes to recognizing a good idea, listen to your subconscious. If you’re excited, chances are – others will be too.
New ideas and fresh solutions are not generated by taking the same approach to solving every problem, or by following orders. Be prepared to try something new and challenge the conventional method. Even if it transpires that a tried and trusted method looks like the best bet, is there an innovative twist you can take to improve the results?
Ideas can come when we are on our own but more often as a result of collaborating creatively with others. Hectic offices aren’t always the best environment to create a creative thought, so organise brainstorming sessions away from the workplace. It is important that everyone is given the opportunity to put their thoughts and ideas forward – the more perspectives and experiences that come to the table the better. Source; HR Resource Magazine – October 2006 |
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Inspire Career Confidence
An employee who has any concern about their future at a company is unlikely to perform effectively or be appropriately focused on their job. These jitters can be spread to other members of the workforce and lead to poor morale and a drop-off in performance, having an adverse effect on your company. Instilling career confidence is crucial to any organization that wants to attract and retain quality staff in an increasingly competitive recruitment marketplace. The Five Steps To Inspiring Career Confidence:
Examine the internal processes and procedures in areas such as recruitment, appraisal and development. These need to be fair, involving the correct people in the decision making process and any claims made about how you operate need to be able to backed up with factual information.
Strengthening the relationship between management and employees helps build confidence among the workforce. One approach is to listen to what your employees want and act on what you hear. If employees feel that their opinions are being heard by their employer a future is more visible within the organization.
Spreading information on a need-to-know basis risks breeding both rumour and insecurity, and losing the workforce’s trust. For example if your company is going through a restructuring program, communicate this openly and honestly with your employees. Once you have unveiled the changes, keep the communication channels open and try to respond to any questions within 24hours – don’t falsify the issue or try to dodge any questions.
Any measures that you put in place must instill career confidence and take into account the broad spectrum of the workforce. These measures should be as relevant for part time and flexible workers and employees who have chosen to remain as they are for new recruits and those who want to develop their careers. Source: HR Resource Magazine - August 2006 |
