The changing nature of work is demanding a broader, more strategic perspective with regards to the organization’s human resources.
These pressures have created a need for a long term perspective in managing people and consideration of people as potential assets rather than merely a ‘variable cost’. The growth curve of an organization is attainable only if it attracts, develops and retains individuals who can add value to the system. I think that the most challenging but also the most rewarding aspect of HR is the people themselves. Everyone wants something different in their career and from their employer and it’s our job to find out what that is and get it happening to make sure we maintain the best people in our company. The task may seem difficult but when we see things like our employee engagement scores, or we get feedback from employees on new initiatives, it makes it all worthwhile. Its deeply satisfying to see the benefits and the impact we have on people’s lives and careers.
HR has transformed into a more strategic approach. Several factors have been responsible for transforming HR from a mere transactional to a transformational role.The success parameters in today’s world are earmarked in the form of comprehensive human capital strategy integrating talent, leadership, culture and organizational models with business goals.
The critical success factors are gaining pre-dominance through the precision and consistency in HR policies and leadership development, increasing productivity by channelizing the right talent. In the current globalization phase, HR approach is highly flexible . Global ideas need to be kept in mind and matched with local needs.
Organizations across the world see the need to improve engagement, but there is little consensus on which methods and strategies are most effective. Employee recognition is a highly effective and proven strategy for improving employee engagement.
A well-implemented employee appreciation program has the power to impact many aspects of business from morale, to productivity, to engagement, and even retention. Showing appreciation for an employee’s valuable contributions is a great way to boost morale. This employee morale boosting effect is intensified in a group setting. When leaders see their best performers achieve business outcomes, they no doubt wish they could get more such talented people to apply to and join their company. Fortunately, any business can attract applicants who are more likely to be top performers and a good cultural fit by using some simple strategies for developing a focused employee value proposition (EVP).
In this context, an EVP — which is closely related to the concept of a company’s employment brand – articulates the balance of the rewards and benefits that employees collect in return for what they contribute to a workplace.
Online labor platforms make it easier to find—and harder to retain—talented people.
They give companies a real opportunity to transform the way they recruit, develop, and engage their employees. The secrets of hiring/managing Talent are listed below:
1. Believe In The Company and The Company’s Products – A job candidate who truly believes in your company and your products will have no trouble promoting your brand.
2. Fit In With The Company Culture –It’s critical to hire a person that fits into your company culture. If they don’t, they won’t be happy and that leads to poor work performance.
3. Be Honest and Trustworthy – Honesty is always the best policy for everyone that works at your company. You have to be able to trust your employees.
4. Supply Solid References – An outstanding reference from someone you know and trust can help a job applicant stand out from the crowd.
5. Have A Positive Attitude – Attitude and enthusiasm can’t be taught. These natural personality traits are fantastic attributes of a candidate.
6. Be Passionate About What They Do –When you love what you do, work is never a chore. Passion leads to success. Find a candidate who is passionate about the job and your company and they will be a great hire.
7. Have Out Of The Box Thinking – Creativity should always be welcomed by a company. New thoughts and views can often open the doors to new streams of revenue or success.
8. Try Out The Job – If a candidate is perfect on paper and charming in a job interview, they still have to be able to do the job. Always test out a candidate to see if they can actually get the job done correctly.
9. Bring The Right Skill Sets – Sometimes you know that you need a candidate that has a very specialized skill set. Find that person and put them to work.
I’ve seen candidates who could no doubt do the job be rejected simply because in a candidate pool of 100+ people, there were 10 or more people who could better demonstrate their passion for the industry or the type of role. Passion = motivation + employee retention in the eyes of an employer, so do what you can to fit that formula. We recruit at least 50% of our new employees through referrals alone, this should be enough to motivate you to network. There’s so much free and easily accessible information out there that will help you immeasurably in your job hunt. LinkedIn is one of them, join groups, join industry networks (students are usually free) go to meetup.com and join some groups there. The resources for helping you get the job you want are endless, you just need to find them and use them.
Conclusion: To sum up, it can be said that high performance workforce businesses should know how to optimize the value of their human capital. The leveraging of new resources and capabilities should focus on business needs explicitly. It is of utmost importance to synchronize human capital with an HR strategy that is fully aligned with the business growth strategy. HR is no more to be seen as follow-up measure; rather it is something which needs to be classified as part and parcel of the globalization vision from the beginning. HR systems and smart technologies are going to play a significant role in streamlining global operations for making a break-through and rising capable people for better returns on investment-Gaining competitive edge is essential to grasping success as a fully global business.
