Tag Archives: Human Resource Management

5 Essential Facets Of Successful Team Building

Teamwork is an essential part of the success of any organization

Team Building & The Success Of Your Organization

Celebrate teamwork, be part of the team, join the team, work as a team and so on and so on spoken in rote in offices all over the country. Total HR Management realizes that the clichés about teamwork in most companies seem endless, but teamwork is an essential part of the success of any organization. Below are important questions to ask about 5 essential facets of successful team building.

Belonging to a team has a lot to do with understanding the mission of an organization and the purpose of that team in the overall mission. The bigger picture drives the actions of a team. As a result, the function of each employee on the team exists to serve this bigger picture.

Five Facets Of Team Building

If you need help with effective team building, the questions about these 5 essential facets should help —

  1. Expectations: Have expectations for the team been clearly communicated by the managers and top executives in charge of the project? If the team’s performance is going to jibe with expectations, then don’t expected outcomes need to be known in advance?
  2. Context: Do team members understand the purpose and the context of the team? Can team members define their team’s importance to the accomplishment of the overall mission of the business? Does the team understand where its work fits in the context of the organization’s goals and mission?
  3. Challenge: Are employees excited about being on the team and the challenges to be faced? Do team members perceive their service as valuable to the organization and to their own careers? Do team members anticipate recognition for their contributions?
  4. Expertise: Does the team feel that it has the right talent onboard to accomplish the intended goals? Does the team feel that its members have the experience and expertise to address the issues for which the team was formed? To put it simply, does the team honestly believe it has the resources, strategies and support needed to meet the expectations?
  5. Communication: Are team members clear about the priority of their tasks? Is there an established method for the teams to receive and provide feedback safely? Do team members feel comfortable communicating clearly with each other? Do team members bring diverse opinions to the table? Are necessary conflicts raised and addressed as opposed to ignored to maintain a false sense of harmony?

Total HR Management has experience with instituting HR practices in our client companies that help them create a team-building mentality and support in their businesses. If you want to know more about how Total HR Management can help you as a PEO (professional employer organization), please contact us for help by calling (800) 975-5128 or emailing our human resources outsourcing experts

7 Common Mistakes Managers Make (and How to Avoid Them)

Managers play a key role for any business. Growth and success of an organization will largely rely on their expertise and experience to manage certain tasks. Unfortunately, mistakes are inevitable in the business world. Whether you’re an amateur or veteran in managing, you are bound to make mistakes as you further your career. In addition, a study shows that over half of the manager population received no training whatsoever prior entering their respective fields of work. To guide you in becoming a good manager, here is a list of the 7 most common mistakes that managers make and tips to avoid them.


New managers perceive the urge to assert their newly established authority and entrench their role as the boss. They also feel the need to guarantee their group is victorious in all tasks. They suddenly find themselves accountable for the actions and performances of their employees. As a result, they resort to micromanaging to feel their power.

Tip: No one wants to be micromanaged. Doing so will turn your employees against you and create a bad environment for your organization. Delegate, create deadlines, and hone expectations, but allow the employee to decide how he/she will be completing the task.

Insufficient directions

This is another common mistake that may arise when you take micromanaging to the extremes. While you should avoid micromanaging, leaving your workers with scarce information to work on isn’t good either. Workers should be fully briefed of what they should expect from respective projects, what their objectives should be, and what the standards of success should be.

Tip: Call out your employees and discuss what the desired results and goals should be and the most efficient ways to reach it. Inquire if any employee has ideas of their own regarding how best to complete the task, etc.

Neglecting employees’ personal problems

New managers are usually promoted due to their outstanding project management skills and relevant professional attributes. In most cases, they do not have any training or experience on how to handle personal issues in the workforce. Nonetheless, if performance or behavioral issues go unresolved, the business can suffer greatly for it.

Tip: Always address these problems immediately. Talk with the employee/s in private and ask your Human Resource department for advice.

Taking on too much

Driven to demonstrate their qualifications and worthiness for a promotion, new managers tend to take on too much work. Eventually, it blows up in their face. Managers assume they will be able to maintain recent quality levels and even accept new tasks concurrently. They do not consider the chunk of time it consumes to manage workers.

Tip: Learn how to balance your roles. Know when you need to refuse any more projects or unreasonable time frames for completion of projects.

Being stagnant

This is a mistake commonly made by newly promoted internal managers. While it isn’t exactly necessary to forget your old friends and co-workers or undergo a complete personality makeover, you should be ready to adapt to changing environments.

Tip: New management should avoid gossips or whining and display a positive and professional attitude at once.

Too many alterations

New managers exaggerating on the previous tip may end up making this mistake. Making too many changes after a promotion can turn out bad for you.

Tip: Take time to make the necessary adjustments entailed from your new role and establish solid relationships first prior considering making any significant changes.

Not abiding to human resource laws and policies

While it is committed unintentionally, new managers tend to break regulations set forth by their HR department. While new managers are aware of major laws like racial discrimination, they sometimes forget to account for minor acts of racism, sexual harassment, and sexism.

Tip: Always ask questions appropriate for the subject, be it an interview or monthly assessment. In addition, know what queries you can and can’t ask to your employees.

This article originally appeared on

Conflict Management and Resolution – 3.15.2012

Thursday, March 15th – 9 AM – 12 noon

This is an interactive workshop designed to build skills and knowledge in identifying different types of conflict, and various tools and techniques for managing conflict effectively.

Who should attend:
Managers, supervisors, project managers.

University Club of Pasadena
2nd floor library.
Max 25 ppl.

Classes are free of charge for all Total HR clients. Classes include either continental breakfast or lunch.

University Club of Pasadena is located at 175 N. Oakland Ave Pasadena, CA.

Call 818-248-0107 or email to register.

Staci Smith Earns Certification as a Professional in Human Resources

Staci Smith, Human Resources Manager with La Crescenta based Total HR Management, recently earned certification as a Professional in Human Resources (PHR) or Senior Professional in Human Resources (SPHR).

The certification, awarded by the HR Certification Institute, signifies that Staci possesses the theoretical knowledge and practical experience in human resource management necessary to pass a rigorous examination demonstrating a mastery of the field.

“Certification as a human resource professional clearly demonstrates a commitment to personal excellence and to the human resource profession,” said Mary Power, CAE, Executive Director of the HR Certification Institute.

To become certified, an applicant must pass a comprehensive examination and demonstrate a strong background of professional human resource experience.

The HR Certification Institute is the credentialing body for human resource professionals and is affiliated with the Society for Human Resource Management (SHRM), the world’s largest organization dedicated exclusively to the human resource profession. The Institute’s purpose is to promote the establishment of professional standards and to recognize professionals who meet those standards.

Employee Wellness Programs deal with Personal Financial Issues

Paul Notaras is Founder of Consumer Financial Solutions.

The uncertainty in today’s economy presents financial challenges for most Consumers. Many Employees are able to handle these matters. However, some Employees need help to understand how to analyze and manage their personal financial issues.

Total HR understands that Employees who become distracted or stressed may not be as productive for the Company. We have therefore teamed up with Consumer Financial Solutions to introduce programs designed to help your Employees directly.

Consumer Financial Solutions works only with regulated and financially secure Consumer Banks to help your Employees get affordable, timely and confidential support. The programs designed by Consumer Financial Solutions allow Employers to provide useful and affordable help to Employees, and also protect the Company from potential liabilities and costs.

We will be holding a Webinar on June 17, 2010 to provide more information about how these issues impact your Company and how the programs work.

Questions or comments? Email us at or call (888) 931-1119

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