Hyperconnectivity – The New Imperative?

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Society has reached a stage in which it is impossible for people not to be connected to their devices all the time. Staying in touch has apparently become a social norm due to constant social media updates, imessaging, regular texting, especially for millennials. Maintaining relationships is easier as well with the help of technology such as Skype, Facetime, Google Handouts etc.

In terms of business, technology connectedness has helped people from around the world form companies and makes transactions around the clock. We are walking with powerful “PC’s” in our pockets, almost oblivious about the capabilities we have at our disposal. Large databases are now online through the cloud and that means wherever there is internet, you could access a huge amount of information. News nowadays are being broadcasted on social media as well, while television is slowly losing its credibility and fanbase. All these examples and much more lead to hyperconnectivity. This term not only encompasses the multitude of communication channels and interactions, but it also reveals the impact on a personal and organisational behaviour level.

This has helped create new opportunities and ways of working for companies; regular working hours and locations are now a thing of the past. In the 21st century, everything is digital so it’s absolutely imperative that organisations  stay as connected to technology as possible, because every day new techniques and tools are being released in order to improve everything from productivity to employee engagement.  HR plays an important role here. Learning about these tools and implement them as naturally and effectively as possible so that they create an advantage for the company.

Although the benefits of hyperconnectivity are more than obvious, HR directors and managers must be able to make employees cope better and better with the new levels of stress and pressure due to this “always on” environment. The best solution for this is the simplest solution, an Occam’s razor really: the real human contact. That is why large corporations always organise team activities and social events, in order to encourage face-to-face human interaction. Although very useful, these types of events fail to create a bond between co-workers from departments which are not directly linked together.

Hyperconnectivity also disrupted the usual flow of a company’s life-span. If back in the 1920s, an organisation had  on average 67 years “to live”, nowadays they are around for about 15. The social media industry is the perfect example: first there was Bebo which paved the way for MySpace which was ultimately dethroned by Facebook.

This type of business environment can allow businesses to grow fast and easily find customers, but at the same time, their competitors have access to the same information and ideas, which can prove to be tough to deal with.

It is pretty clear by now that hyperconnectivity is bringing both positives and negatives. Companies can go from rapid development and great productivity to people struggling to understand all these changes and not misuse the information they have acquired. As mentioned above, hyperconnectivity is not only changing the way us people communicate and interact, but also has a continuous involvement in our personal and professional lives.  Furthermore, hyperconnectivity has a strong impact on various industries, research foundations, academic organisations, neo-urbanisation, education and healthcare, so it is our duty to understand and make the best out of it.

Finding the right talent, the best fit for the job and your organisation, can be a very challenging task. It requires deep knowledge of your own organisation’s culture and keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. Our technology and solutions will do the work for you, helping you find employees who can flourish and reach the highest performance required to constantly bring your company forward.

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 Sources:
-HR Weekly
-nhrdnmumb.caiom
-www.itproportal.com

 

Productivity vs. Efficiency – What Are the Differences?

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In any given organisation, productivity and efficiency are highly regarded. Most managers and employees get their feedback based on these two factors. But what exactly do we mean when we say productivity or efficiency? Apparently there are some questions around this topic that haven’t been answered yet.

In order to explain the differences between productivity and efficiency, we must first understand what they exactly mean. To put it in simpler terms, we are talking about differences between quantity and quality. It is nearly impossible to obtain 100% quality, while having productivity levels up at maximum. There should be a middle ground in order to optimise your results.

Both productivity and efficiency are absolutely crucial for building a fantastic work ethic. If you manage to learn how to handle both of them and what makes them distinctly important, you and your business will thrive. As a beginner, you may be tempted to focus too much on efficiency and although this isn’t a bad thing to do, understanding the key variables between efficiency and productivity is imperative.

Given the complexity of this issue, insight is required on what these two factors actually are.

Productivity

At its very core, productivity shows you the rate at which products are being developed or a task is being completed.  When you are measuring productivity things get a little more complex than that. You have to take into account whether it’s physical or office work, if the job requires a certain quality factor or the impact a specific industry’s requirements may have on its workers. Nonetheless, productivity is an integral part of any successful company.

Efficiency

Efficiency is all about the comparison between what is really being produced or performed with what can be produced taking into account the same amount of resources, such as: money, time and labour. In simpler terms, efficiency measures whether there is any waste in your company. Depending on the industry you work in, efficiency may be more desirable than productivity, but usually their importance is proportionate.

Efficiency vs. Productivity

Everyone wants to be as productive as possible, but there are always problems of various sorts that keep us from getting the job done. Firstly, don’t waste more time than necessary when completing a task. Try and set your own rhythm and pace and stick to it. Try and write down every step necessary in order to complete a certain task and follow that process religiously. Once you have the whole process set in stone, you will see that the amount of time you require will steadily decrease.

Many people ask if it is possible to be productive and efficient at the same time and the answer is yes. All you have to do is analyse the task at hand and try and find out what it requires more; whether it is quantity or quality.

It all comes down to the importance of the task. As an example, let’s talk about employee enquiries towards the HR department. We all know they must be dealt with in a respectable amount of time. This type of task is considered to be more on the productive side, due to the fact that it is the same process over and over again, with the same forms and documentation that need to be filled out every time. You can finish all the enquiries quickly and with complete certainty that their quality is top notch as long as you deal with them in the correct manner.

With efficiency tasks, most often than not they do not have a precise and by the book approach. These tasks obviously require more time and a high level of due diligence. In this scenario, quality trumps quantity. Of course, every task has a deadline. But if you happen to have the misfortune of dealing with it poorly, it doesn’t necessarily matter too much. You should always work at your full potential, but given the fact that the assignment doesn’t have a methodological way of dealing with it, you have some wiggle room and the possibility to improve it.

As mentioned earlier in the article, it is very important for both productivity and efficiency to be part of your workflow. It provides you with time, expertise and discipline in order to handle distinct assignments. Balancing productivity and efficiency may seem troublesome at first, but once you find it, certain tasks will stop being such a burden on you.

In conclusion, one more idea that is important to remember is this: never sacrifice your work. If you need to do good, solid work then don’t rush it by any means, and when you are looking for quantity don’t get yourself lost in too many details. With this in mind, you can accomplish anything you want. Do the work you have to do the way it was meant to be done and never compromise. It is essential you know and understand the differences between these two practices in order to ensure your work never has to suffer again.

Great People Inside provides easy-to-use tools and processes to attract, assess, match, select, onboard, manage, develop, benchmark and maintain workforces anywhere in the world.

We help you find the right talent, the best fit for the job and your organisation. It requires deep knowledge of your own organisation’s culture and keen understanding of the candidate’s personality, strengths, interests, work style and other characteristics. The GR8 Productivity Gap tool is excellent at showcasing the evolution of any given employee over time. By contrasting two assessments made before and after training, it allows you to analyse both your employees’ development and their involvement in the process as well.

Sources:

www.smallbusiness.chron.com

www.doityourself.com

www.differencebetween.info

www.selfthrive.com

Maximising Your Chances of Getting the Job AFTER the Interview

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You’ve just finished your job interview. Time to relax and mind yourself with other business until you get a response, right? Well, this is definitely everybody’s first reaction, but it is not the right one.  Given today’s competitive job market, you must keep in mind that you should also do a follow-up; otherwise you may risk losing the position to other candidates. You also have to be careful not to look desperate, but rather look persistent and prove your willingness to land the job.

There is no certain way to know if you got the job until you receive an actual offer. Don’t forget, they may genuinely think you were absolutely fantastic, but someone else could end up being better. Generally, there is more than one strong candidate for a job position, especially in the current marketplace.

These are a few tips that could prove valuable to you after the interview, in order to maximise your chances of getting the job:

  1. Follow the instructions given – After the interview, the recruiter may tell you to contact them by email. If so, do not contact them by phone. Listen to their instructions precisely and act accordingly. If you somehow forgot to ask during the interview what the next steps are, write an email asking for clarification. It shows that you care about the job and that you are ready for the next phase
  2. Provide documentation to prove your job abilities – If possible, when you do a follow-up by email, also include documents that show just how good you are at your job. Of course, these documents have to be non-confidential samples, press mentions or some public statistics in order to prove your worth. It’s an excellent way to show your professionalism and work ethic.
  3. Don’t become a stalker – It is quite understandable that you are nervous and anxious about the outcome of the interview. However, try not to bother the employer too much. After following their exact instructions, you have to wait. If you haven’t heard from them in a couple of days, it is probably time to move on. Also, don’t go out sending LinkedIn invites to the people who have interviewed you before the hiring process ends. It comes off as being a bit desperate. Try and remain calm.
  4. Start preparing for the next set of interviews – Life can surprise you and you never know when you can receive an email announcing you about another upcoming interview, or if you’re asked to come in for a second interview. It’s absolutely vital that you be prepared at a moment’s notice, Also, if you wish to set yourself apart from other candidates, (and I assume you do) try and find interesting facts and/or figures about the company where you applied for the job. It could be anything ranging from an award they have just won to a recent environmental initiative they have started. It’s best when you introduce this information naturally into the conversation at the interview and it will definitely leave a good impression with the recruiters and it will also increase your chances of landing the job.
  5. Analyse your interview performance – After an interview it’s also important that you relax for a couple of hours. Once you managed to distance yourself from the subject, analyse your performance. Think about what you said and how the interviewer reacted, what you could have said better and keep that in mind if you get called in for a second interview. Furthermore, pay attention to the recruiter and what he says, it is possible that of the things he or she said to have annoyed you one way or another. This helps you determine whether this company suits your principles and values.

Last but not least, try to make good use of the experience of the interview. Regardless of how it went, you’ve still won something: if it went well, you’ve got the job, if not, you’ve gained the experience necessary to land the next one.

Sources:

https://www.forbes.com

https://www.businessinsider.com