Occupancy monitoring can help you identify how well the space in your workplace is being managed. It may also allow you to collect some real-time data about every specific space. This may mainly consist of how long the space is occupied and who makes use of it. You can collect this information in various ways, and automated occupancy monitoring can be one wise way to make this happen. As such, there is the precision of data and ease in the process of this form of data collection. So, you do not have to do much.

Here are the top 6 ways you can choose to capture room and desk occupancy data in the office for efficient workplace management. 

1. Physical Occupancy Monitoring

If your office space is not very large, you can easily conduct the occupancy monitoring yourself. If that is not possible, you could hire someone to carry this task out for you regularly and provide precise data in need. In fact, as a new firm or a small office, you might not even have sufficient sources and funds to invest in space optimization. 

Also, there is no necessity to have a law or audit firm for this purpose in such initial stages of the business. That is why when opting for this method, businesses generally opt for a low-cost method of occupancy monitoring. This is done by delegating this work to the receptionist, who is already responsible for keeping the occupancy information of all employees and the time when they leave their work desks daily. 

Although this is an easy process, it is also quite cumbersome in many ways. For starters, there is a high risk of inaccuracy as the receptionist cannot leave her desk regularly to cross-check if the occupancy data that has been entered and the time stamp put are correct. Delays in the timing and errors may be inevitable here. That is why this is generally considered a last resort by most reputed firms who are serious about the process of room and desk occupancy data. 

2. Smart Locks Occupancy Monitoring

Smart locks foster real-time intelligence when conducting occupancy monitoring. When installed on certain doors, they can help provide enough information on alarms, door access records, and even access rights. Employers can use such information to understand the occupancy of that specific room where the smart lock is used. 

The best part is that these smart locks may also allow you to have control over this type of monitoring. However, the only drawback is that they can be fairly expensive to purchase. As such, companies may have to drain sufficient funds into purchasing such smart locks. Apart from this, these smart locks may not be applicable on all types of doors. This again restricts how far they can be useful in occupancy monitoring for your company. 

Some companies suggest using EM locks in place of smart locks. While EM locks can also help with effective occupancy monitoring, they may also come with a set of drawbacks. Since these locks are accessed via electrical technology, it can be tough to extract data from them. 

3. Desk & Room Booking Software Occupancy Monitoring

So far, this type of occupancy monitoring is the most useful, effective, and stringent. This type of solution allows users to check out the office spaces in a defined manner. The system can conduct its function by enforcing stringent check-in and check-out policies on space users and also delivering reminders to them on how they should utilize their space efficiently. In many cases, this monitor may also help them be compelled to act upon their reservations and properly utilize the space. With this, the process of tracking occupancy can be simple in your workplace. So, that needs to be kept in mind.

4. Spot Check Occupancy Monitoring

One of the oldest and most used ways to conduct occupancy monitoring would be a spot check. However, it is not the best way to do the task and collect data on space usage as high amounts of inaccuracy and errors may back it. Here, the receptionist runs their eyes through the spaces that are occupied and keeps records accordingly. Generally, companies that are not very stringent about their occupancy monitoring try to go with this solution for the sake of it.

5. Digital Hardware Device Occupancy Monitoring

These tools are either installed in the meeting rooms or outside work desks. They are simple, portable, lightweight, and hardly disturbing. However, they can conduct real-time information and be credible occupancy monitors. They are also equipped to collect high amounts of data information that are precise and useful. 

So, if the user is near their workspace, they can easily interact with this device, which can help it collect the occupancy information. Unlike other software, here, the process is very straightforward and difficult to game. The only downside of this monitor is that it can be expensive sometimes for a few companies to purchase and install.

6. Sensors Occupancy Monitoring

This is the most non-intrusive form of collecting data among all other occupancy monitoring systems one can have in a smart office. These sensors can be smart and efficient in detecting the presence of employees near them. So, they can be used for both room and desk occupancy in the office. With these sensors, it becomes easier to analyze, collect, aggregate, and report on the office occupancy information. 

These are some of the most useful ways to capture room and desk occupancy data in the office. Make sure you pick one that is most suited to your business. It is bound to help you. 

Also Read: Workplace – Home Office

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While it is true that this is a problem at all levels of the organization, it is even more so when it comes to managerial positions, since they are the ones who, on a day-to-day basis, will be in charge of the management and administration of the company. . To solve these deficiencies and difficulties in the hiring processes, outsourcing personnel selection is a safe bet.

What Is The Outsourcing Of The Selection of Executive Personnel And Managers?

The outsourcing of personnel selection involves contracting the entire selection process or part of it to an external company specialized in searching for professionals. This acts as an intermediary between the organization and the candidates, who have been carefully selected thanks to the specialized recruitment infrastructure. The company specialized in human resources itself captures, receives, and screens the different profiles it accesses and then delivers a report to the organization detailing the selected profiles and the additional assessments made in this regard.

In the case of hiring senior positions and managers, having an intermediary specialized in selection processes is extremely important to access the best available profiles. Considering that these types of situations are the ones that define the direction that companies and the teams that comprise them take, resorting to professionals specialized in talent detection who are in contact with numerous candidates is a way of broadening horizons and maximizing opportunities—chances of success.

Keys To Successfully Outsource The Selection of Highly Qualified Personnel

Outsourcing staff selection processes has several advantages that make it the best option when starting a recruitment process:

• A company specialized in human resources will always be better prepared to find and recruit the ideal candidates for the vacancy you have in your company because they dedicate themselves to it day by day. They know where to look, what to ask, what to expect, and the next step. But, in addition to being familiar with the recruitment process, the candidates themselves come to these organizations to look for new job opportunities, so their database is huge.
• The number of contacts available to human resources companies is immense, so the selection processes become shorter. In addition, they can locate and evaluate candidates in record time due to their experience in the sector. For this reason, when you have a management or management vacancy, turning to a company dedicated to personnel selection will help you find the best candidate for the position in a short period so that the daily activity of your business is not affected.
• By outsourcing the recruitment process, you will save costs for your business. On the one hand, because fixed expenses will be reduced; on the other, because a company that is an expert in recruiting talent guarantees that you are going to fill the vacancy you have in a short period and, therefore, you will not have to bear the costs generated by not having jobs for weeks or months at a time. Someone for that position.
• The company’s productivity increases because companies specialized in recruiting candidates can detect talent easily. Having professionals who understand both the needs of your business and the specifications of the job you are looking to fill and who are used to attracting talent will help ensure that the incorporations you make are always aimed at improving the efficiency of your company. This is especially important when recruiting staff for senior positions since a large part of the efficiency and productivity of a company is determined by how management is carried out.

• Employers will save time because they won’t have to process inappropriate applications and spend hours calling applicants and conducting interviews. The time they would lose in this process can be used to carry out other types of activities that are more productive for the business. Thus increasing the efficiency of the human resources department and confident executive and management positions usually present at some stages of the selection process.
• Outsourcing guarantees the confidentiality and total objectivity of the process, avoiding the biases of the client company itself.
• Also Read: Why Outsourcing Is a Good Option For Your Business

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An Equality plan is an ordered set of evaluable measures adopted after carrying out a diagnosis of the situation, aimed at achieving equal treatment and opportunities between women and men in the company and eliminating discrimination based on sex. The equality plans must set the specific equality objectives to be achieved, the strategies and practices to be adopted to achieve them, and the establishment of effective monitoring systems and the method of evaluation of the objectives set.

Which companies are obliged to draw up and implement an Equality Plan, and how long do they have to comply with this obligation?

– Those with 50 or more workers on the workforce, although they have a transitional period for the approval of their Equality Plan.-

– Those bound by the applicable collective agreement.

– Those in which the labor authority had agreed to it in a sanctioning procedure, where the substitution of additional sanctions as specified by the elaboration of an Equality Plan.

What should an Equality Plan contain?

Beforehand, a negotiated diagnosis will be drawn up, where appropriate, with the Legal Representation of Workers (RLT).

Every Equality Plan must refer to at least the following matters: Selection and hiring process, Professional classification, Training, Professional promotion, Working conditions, Co-responsible exercise of the rights of personal, family, and work-life: female underrepresentation, Remuneration, and prevention of sexual and gender-based harassment.

Advantages of implementing an Equality Plan

Productivity improvement. The Equality plans favor a better use of time. They consider that all countries that work the most and produce the least will lead to more extraordinary dedication and productivity.

Reduces absenteeism from work. It reduces stress in the workforce due to more efficient and fair management of human resources, which is based, from the outset, on issues such as reconciling work and family life.

Improves the work environment. With the reduction of differences between male and female colleagues, the work environment improves, shown by the different studies on companies that have implemented these measures in their routine. Labor conflict is reduced.

Rationalize schedules. This type of measure contributes to the more rational use of time and modern and more efficient management of human resources.

It favors the flexibility of the organization. We must bear in mind that policies for reconciling work and family life imply managing human resources with elements of flexibility.

Develop creativity and innovation. With the implementation of equality plans, it is committed to taking advantage of the talent of women in the same way as that of men. Non-discrimination in selection by companies represents a broader and more educated job offer. Therefore, savings are made in selection and training, and talent is retained. As stated in the guide for companies that enjoy the Equality in the Company distinction, the commitment to equal opportunities in recruitment sources generates a double benefit: it favors the image as a company that retains talent and, therefore, is a significant source of attraction.

Better adaptation to the market of the offer of products and services. “The existence of work represents a greater capacity of response on the company’s part to the variation of the markets,” maintains the same study.

Substitution of sanctions for the development of an equality plan. This appears as one of the most practical advantages after a visit by the Labor Inspection that detects that the law on the matter is being breached, for example.

Preference in the award of public administration contracts. This is another advantage that the company’s management can quickly perceive and that has made, for example, that the preparation of equality plans has become an incentive for SMEs, which are not obliged in principle.

The credibility of social responsibility. These companies can transmit an image of excellence to society and, therefore, a competitive advantage. Conclusion and it is that having equality plans can improve the appearance in front of customers and the community.

Also Read: The A-Z of Business Network Security

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To properly monitor professionals, there are tools such as performance evaluations. Based on the competencies that are measured, each person’s strengths and areas for improvement are identified to define development plans where appropriate and enhance those skills that are strengths.

Due to their position’s responsibility in managing people, managers, in particular, must take great care in communication and feedback with their team.

Good communication is essential to detect weak points and strengthen them. There must be a two-way flow of information, where expectations can be shared, and professionals’ progress and personal development can be monitored.

For proper performance management, it is recommended that the following aspects be considered:

Favorable treatment with the team:

People with a team in charge evaluate their “colleagues.” It is essential to work on empathy leadership and maintain healthy relationships to achieve the objectives.

Evaluation of performance and competencies:

It is necessary to check the achievement of the objectives set in each team, being a crucial point for the economy and well-being of the business ecosystem.

Solid points and to improve:

Personality plays a central role in performance and competencies. It is necessary to analyze the skills of each profile to improve and strengthen the skills in the area of ​​improvement and enhance the strongest ones.

Adequate performance management will allow the company to have a detailed knowledge of its teams, which will help achieve a healthy work environment and optimize business development, aligning the company’s objectives with the necessary knowledge and expertise that its staff must-have. To get them.

Keeping track of the entire process is essential to achieve the desired results.

What Benefits Can Proper Performance Management Bring You?

You will be able to optimize work teams, generate a healthy work environment, make workers grow professionally, and achieve the company’s objectives.

In short, it is an essential part of the proper functioning of all parties involved in a company.

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Giving added value to employees is a way of making them feel part of the company, and the company will also benefit from the professional growth of its employees. As Henry Ford once said: “There is only one thing more expensive than training people and having them leave: not training them and having them stay”. Data? 43% of companies choose to train internal staff when implementing AI solutions in their business.

What Are The Benefits of Employee Training?

NEW SKILLS AND KNOWLEDGE

Training employees will allow them to have new skills and knowledge, which may be the factor that arouses their curiosity in new areas that they can apply to their daily work, which will make their work improve. An example could be the training of the Marketing team or Managers in analytics. Why? Their vision of the business will be expanded, and they will discover that they can analyze the data resulting from their department and make decisions based on figures and even new products arising in the business or synergies with other departments or potential collaborators.

SKILL DEVELOPMENT

But training a person implies that they acquire new knowledge, but it can also lead to the discovery or improvement of specific skills. This is key in the environment of continuous change in which all sectors find themselves since they are more directly or indirectly affected by Revolution 4.0. The application of new technologies, new work methodologies, more innovation and disruptive workspaces make it necessary for today’s professionals to have specific skills and, above all, the ability to adapt to change.

GREATER COMPETITIVENESS AND PRODUCTIVITY

The new work methodologies are adapted to each organization in all companies. Training the Human Resources department in Agile methodologies will improve product quality and detect errors early, which means greater productivity. Indeed, a well-formed team is more productive.

Having a staff receiving continuous training on the most cutting-edge topics from great active professionals will undoubtedly make the company’s competitiveness maximum and continuously growing. Train internal talent and know-how to find and retain the new talent necessary to carry out the transformation of the company, something key at this time.

TALENT RETENTION

Offering training to those employees who are fundamental, not essential, in the company will be a way of, in addition to improving their knowledge and skills, that they feel linked to the company. A talent drain can be the lack of commitment to employees, and perhaps not everything can be solved with high compensation. An employee who notices that his company cares and invests in him and his professional career will be happy and satisfied in his job.

BETTER BUSINESS RESULTS

With training, both employee and employer benefit. And when we talk about employee training, we are referring to the executive or intermediate level and the senior management level. The Management Committee is aware that the keys to digital transformation in the company is essential in this time of digital metamorphosis. Discovering the benefits of entrepreneurship, the technological keys for digitization and how this change will affect the creation of products and services, work processes, the relationship with the client and the culture and organization of the company is essential.

It should also be borne in mind that to complement the In-Company Training, for a specific implementation of transformation processes, a particular, specialized talent is needed and, on many occasions, scarce in the market. Many companies want to take the step of change but are faced with the problem of not locating professionals with the specific skills that their company needs. 

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