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<h2>Employee Training and development</h2><p>In the past few years, companies have realised the importance of <strong>employee training and development </strong>for better performance, effectiveness and motivation. Employers are now not reluctant to spend for training and development of their employees as it provides them with skills like communication, decision-making and leadership. It is considered a strategic way to achieve high productivity and growth.</p><h2><br>Introduction to employee training and development</h2><p>Training and Development is highly important to retain valuable employees. If organisations fail to realise its importance and neglect it, employees' work becomes frustrating and cumbersome.</p><p>Generally, these two words are used interchangeably, however, they are different. Training provides definite measurable goals and objectives like learning how to operate a machine,etc. Development, on the other hand, introduces broader skills like communication and leadership.</p><h2><br>Benefits of employee training and development</h2><p>The<strong> benefits of training and development </strong>of employees by the company outweighs the disadvantages of the programs. Here are few benefits-</p><ol><li>Performance- With timely training, employees become better at their work, which thereby improves their productivity and efficiency. Training programs ensure that employees are well equipped with the guidelines and safety measures to be taken while performing a task. This builds a sense of confidence among them, as they get to know more about the industry and their roles and responsibilities.</li><li>Brand Image- A company who constantly works towards the training and development of its employees by introducing programs attracts competent and passionate talent. As said earlier, employee training and development is not only beneficial for employees but also for the company’s reputation and image.</li><li>Newness- When a company is constantly working towards upskilling its employees, the work becomes interesting for employees and therefore, they introduce innovative and creative ideas for the growth of the company.</li></ol><h2>&nbsp;</h2><h2>Training and development Methods</h2><p>New and more effective ways come everyday to make training and development interesting for employees. However there are some common approaches that have been proved highly beneficial and yielded high results in the past. Here are some <strong>employee training and development methods-</strong></p><ol><li>Orientation- One of the most important methods of development. It is important to make the new recruits familiar with the company’s environment, culture, mission and vision, objectives,goals,background and strategies. They need to become familiar with rules and regulations and most importantly need to feel comfortable and welcome. This can be done through videos, one-to-one sessions, or handbooks.</li><li>Lectures- This method of training and development is efficient when the company has to address a large number of people. This saves cost for the organization. However, this is not an efficient way of conducting training for employees, as the communication flows one way and there is very little room for questions and feedback.</li><li>Computer based training- With this approach, employees are free to learn wherever and whenever they want. Computer based training consists of pre-recorded tutorials where the communication takes place between a computer and the employee. From the company's perspective, the cost of training is reduced as there is no need for an instructor.</li></ol><p><br>&nbsp;</p>

Employee Training and development

Featured

 Learn to design and implement a successful employee training program, identify and assess training needs, develop performance metrics, and create an effective learning environment.

Work Culture 

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<p>With the growing employment market, finding the correct fit for the organisation whose expectation matches the expectation of the organization has become extremely difficult. It is imperative to know <strong>how to interview candidates.</strong></p><p>&nbsp;</p><p>With increasing presence of social media and use of the internet, interviews have lost mystery. In a very brief period of time, an interviewer not only has to assess the capabilities and efficiency of the candidate but also has to sell the job.&nbsp;</p><p>In order to make the best candidates stay,&nbsp;</p><p>&nbsp;</p><h3><strong>Here is a Guide as To How to Interview a Person-</strong></h3><h3><strong>Creating a compelling job description</strong></h3><p>Hiring a perfect candidate starts with writing a perfect job description which does over-describe the job with lots of bullet points. These days, if a candidate does not not find a job description compelling enough, he will roll his eyes and find more suitable opportunities which meet his expectations.</p><h4><strong>Prepare questions</strong></h4><p>It is important to prepare questions beforehand and jot them down. Make a list of all the required attributes so that as an interviewer you are clear about the skills and qualifications you are looking for in a candidate. Prepare a list of <strong>strategic interview questions to ask candidates.</strong></p><h4><strong>Stress reduction</strong></h4><p>Candidates are generally nervous for interviews as there are many questions they generally don’t know the answer to, like&nbsp; what is the dress code that the company follows, the topics that the interviewer would like to discuss, etc. As an interviewer, one should try to reduce interviewee’s stress by providing them some background so that they can be well prepared and be willing to set up a meeting at their convenience to access their potential correctly.&nbsp;</p><h4><strong>Relevant questions</strong></h4><p>As an interviewer you shall never ask absurd questions like what are your strengths and weaknesses, this gives an option to the interviewee to exaggerate. However, ask <strong>strategic interview questions to ask candidates</strong> like situational questions. Provide a situation to the candidate and ask them what they would do if they face something like that.</p><h4><strong>Sell the Job</strong></h4><p>After interviewing the candidate, if you believe that he is worth wooing, spend a considerable amount of time in selling the job and explaining to him the roles and responsibilities, and about the organization. Try making the whole interview a little fun for the candidate and ask them if they want to meet somebody from the team as it is believed that the most honest feedback is provided by peers.</p><p>&nbsp;</p><h3><strong>How to start an interview as the interviewer?</strong></h3><p>&nbsp;</p><p><img src="/uploads/Untitled_3_1_164e9b3ed1.jpg" alt=""></p><p>&nbsp;</p><p>Here is a step by step process as to <strong>how to start an interview as the interviewer</strong> to assess potential of the candidate and find the right person for the right job-</p><h4><strong>Introduce Yourself</strong></h4><p>Instead of bombarding the candidate with questions, start the interview by introducing yourself and tell them something about the company and its culture.</p><h4><strong>Set the stage</strong></h4><p>Set the tone which shall not be too lenient or too strict. In this initial stage, let the candidate know what to expect in the interview. Since as an interviewer, you too are being observed, it is imperative to put forward the correct tone. If you come across as lenient and casual, the candidate may not take the interview seriously and if you come across too harshly, the candidate may get nervous.</p><h4><strong>Generalized questions&nbsp;</strong></h4><p>Start the interview with general questions like describe yourself in line or what is the one word that fits you the best, etc. This would let an interviewer know about the candidate's interest and expectation. Later on switch to more specific questions to assess his potential.</p><h4><strong>Time for questions</strong></h4><p>Use the second half of the interview to sell the job and let the candidate know about organisation culture. Provide him enough time to ask questions. This will let you know whether the candidate has prepared well for the interview.</p><p><br>&nbsp;</p><p>&nbsp;</p>

How To Interview Candidates

This blog offers practical advice on how to effectively interview potential candidates for a job. You'll learn the importance of asking the right questions, best practices for evaluating answers, and tips to make the process smoother.

Hiring Strategies

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<p>For many, the role of HRM is a puzzling department. Everybody in the company knows that the department is important but what are its roles and responsibilities? HR adds value to the organization if its roles and practices are realized.</p><p>HR deals with the most uncomfortable aspects like laying off employees, violations, etc. One of the most important roles of HR is to support employees and handle their grievances.&nbsp;</p><h3><strong>Here is a list of HR manager responsibilities and duties&nbsp;</strong></h3><p><strong>Recruitment</strong></p><p>A right candidate is the one whose goals align with the goals of the organization. HR needs to understand the needs and goals of the organization and then advertise the position he wants to fill. The task never ends with posting a job on an online platform. It also includes analyzing the market, managing the budget, and consulting stakeholders.</p><p><strong>1.Hiring</strong></p><p>From conducting interviews to onboarding new employees, the role of HRM consists of it all. They make sure all the paperwork involved is done and everything from the first day to subsequent days is navigated.</p><p><strong>2.Performance Appraisal</strong></p><p>Performance reviews are a method of evaluating the job performance of an employee. It bridges the communication gap between employees and managers. This is one of the key HR admin jobs and is considered best practice to improve results.</p><p><strong>3.Updating Policies</strong></p><p>An HR’s job is to evaluate and review the policies at least once a year and update them accordingly. It is required to suggest changes to the policies when the organization structure changes or when they no longer serve employees.</p><p>Being an HR, it is important to work towards their growth and development. As a human resource executive, one needs to support employees as well.</p><p>&nbsp;</p><h3><strong>How Human Resources Support Employees?</strong></h3><p>&nbsp;</p><p><strong>1.Career development</strong></p><p>Nobody likes to do the same task every day and makes his career stagnant. To keep the best employees, human resources can provide career paths and guide employees towards the long future within the organization.&nbsp;</p><p><strong>2.Continuous Learning</strong>‍</p><p>The business environment is dynamic and therefore for career development, additional training is imperative. Companies can organize training sessions for their employees and human resources can guide employees as to which training sessions are beneficial according to the employee's career path.</p><p>&nbsp;</p><p><strong>3.Health, safety, and wellness</strong></p><p>Human Resources can help employees through circumstances and sudden life occurrences like health issues, myriad, mental illnesses, etc.</p><p>Employees do not work only for the pay that an organization offers. Right benefits play an important role in the retention of employees. Extra pay might make employees happier like vacations, a childcare budget, etc. Human resources responsibility and role is to align the goals to maintain balance.</p><p><a href="https://getwork.org/post-job">Post jobs </a>on GetWork to hire in 30 seconds and hire in 24 hours. Use this platform to make your hiring process easier.<br>&nbsp;</p>

 HR Manager Responsibilities and Roles

People Management 

CSR Initiatives

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<p>Employers are looking for candidates who know the latest trends and news. Human resource executives of any digital agency or organization want people who have relevant skill sets and somebody who is hard working so that they stay on top of the competition.</p><p>Spending considerable time on digital marketing courses can help a person speed up trends and get a fair idea of what this field is about and how to use certain tools to stay relevant in the market. According to us, resumes with authoritative certifications help candidates stand out and make the resumes noticeable to the hiring manager.&nbsp;</p><p>However, it is extremely difficult to find the best digital marketing certifications when there are thousands of courses claiming to offer the same benefits. So,<strong>‍</strong></p><h3>&nbsp;</h3><h3><strong>Here is a list of 5 digital marketing certifications that help you stand out and get you hired in this year :</strong></h3><p>&nbsp;</p><h4><strong>Google Digital Garage Certificate-&nbsp;</strong></h4><p>An ideal course to learn the basics of digital marketing. A free interactive course to make your learning effective. The&nbsp; course offers practical exercise and real-world examples in order to make you industry ready. As an aspiring digital marketer you need to know the facets of digital marketing, that is, how to measure your campaign effectiveness, etc. There are other courses as well offered by google for free like- Google Analytics IQ Certification, Google Digital Unlocked Certificate, etc.</p><p><strong>Cost</strong>-Free</p><p><strong>Time</strong>-8-10 hours.<strong>‍</strong></p><h4><strong>HubSpot Content Marketing Certification-</strong></h4><p>Content is king. Your content drives consumers to your website. Creating high quality content is one of the core digital marketing strategies. HubSpot offers a free certification course that covers 12 separate categories to keep one updated.<strong>‍</strong></p><p><strong>Cost- Free</strong></p><p><strong>Time- 4 hours</strong></p><h4><strong>YouTube Certification-&nbsp;</strong></h4><p>One of the most effective ways for creating engaging content in video. Many marketers use visuals in marketing in order to create more engaging content. YouTube is the second largest search engine after Google and therefore this course brings more credibility. However, certifications are available for qualified YouTube and google advertising partners.</p><p><strong>Cost- Free</strong></p><p><strong>Time- Varied.</strong></p><h4><strong>HubSpot Inbound Marketing Certification-‍</strong></h4><p>HubSpot offers another essential certification course. Inbound marketing provides methods to drive consumers to the website instead of pushing brands or products. This course offers 7 modules that covers everything from understanding buyers’ journey, creating buyers’ personas, etc.</p><p><strong>Cost- Free</strong></p><p><strong>Time Commitment- 3 hours</strong></p><p><strong>Facebook Blueprint Certification-</strong>‍</p><p>This course is perfect for marketers to show off their Facebook Advertising skills. This is one of the ideal digital marketing courses as a professional must know how to plan a successful Facebook Campaign and how to measure its effectiveness. This certification course requires a person to take an exam in order to pass and the passing mark is 700.&nbsp;</p><p><strong>Cost- 10000</strong></p><p><strong>Time- 2 days</strong></p><p><br>&nbsp;</p>

5 Digital Marketing Certifications That Get You Hired in 2021

Digital marketing certifications are in high demand in 2021.This blog will cover the best digital marketing certifications to help you stay ahead of the competition and get hired in 2021.

Himanshi Naryani

Digital Marketing Intern

Articles by Himanshi Naryani