Muse Bits

Do you deserve to be a respected boss to your staff? In the early days, bosses were rather feared and people tried hard to please their bosses due to the need to survive in their jobs or in fear of losing it. In the current climate of workplace, bosses no longer lead by fear, but they lead by example. In this new circumstances, bosses should earn respect instead of fear. Below are some tips for bosses to become a respected leader: 1. Delegate not micro-manage 2. Strike a clea

A bell-curve system of performance appraisal is a forced ranking system to be used on employees by the management. The system assumes that employees in a company can be divided into groups. A typical industry practice derives the curve in the following 5 forced ranking: Rating 1 (Non Performers) : 3-5% Rating 2 (Below Performers) : 5-10% Rating 3 (Average or Meet Performers) : 60-80% Rating 4 (Above Average Performers) : 10-20% Rating 5 (Outstanding Performers) : 5-8% A bell

Each year when is comes to managing performance, a common question arrises around how to deal with poor performers. Unlike some countries where "Hire and Fire" is at will, in most Asian countries, especially in Malaysia, terminating an employee may not seem so easy even when the worker is a non performing individual. Here are 5 ways to manage poor performance: 1. Don't delay. In many cases, we see that managers are reluctant to give feedback or address poor performance, as it

When employees are paid based on productivity as opposed to a set salary or wages paid based on hours worked, is referred as Pay for Performance. It is common in sales, where commissions and bonuses are based on sales closed or revenue secured via those sales. If you want to have an organisation that promotes merit based performance, then you should consider a Performance Management that pays for performance. The merit based pay normally is dependent on the following criteria

While for the many, HR is just a an administrator of people issues, we often also hear that those non suitable or non performing staff tend to be transferred to HR department. Well we have news for you. The most advanced and successful companies across the globe are companies with a strong foundation in their HR functions. The HR department plays a key role in developing, reinforcing and changing the culture of an organisation. Talent, performance management, training and dev

We hear about audits all the time. Audits are done to ensure company policies and procedures are updated and intact, and also done to fulfil requirements of certain qualifications or certifications. Similarly, a Human Resource (or HR Audit) is a comprehensive method to review all existing HR policies, procedures, documentation, and SOP. This thorough review helps to identify needs for improvement and enhancement of the HR Department. Some of the most common HR Audit are in th

Being self aware is important, not only at workplace but also within society. It enables us to have sight on our blindspots and keeps us grounded. The biggest drawback a leader, manager or an employee can have at their work is to be ignorant about what others think or perceive about them. It's always good to have a grasp of ourselves first before judging others around us. So how can you be self aware? Well one of the greatest tools is to have a 360 degree feedback on yourself

Making mistakes & learning from it is how employees learn & become better in their jobs. However if their mistakes are repeated & is not corrected then what would you do? Especially so if the repeated mistakes or errors cause financial losses to the company. Here are some tips for Managers: 1. Identify root cause for their mistakes & errors. Address them directly with the staff concern. 2. Retrain the person so they can get a thorough understanding & eliminate possible future

Management by Objectives (MBO) was first popularised by Peter Drucker in his 1954 book The Practice of Management. Though it’s dated way back in the 1950's, the practice of setting goals & focusing on achieving them has been the primary focus for most successful MBO practicing companies. The interesting element of Drucker’s MBO principle is to ensure stringent management practices that enables a continuum of clearly assigned & cascaded goals top down to every single employee