Improving Access to Finance for Young Entrepreneurs
Youth Entrepreneurship development calls for support from various quarters. Primarily the need exists to initiate a Youth Entrepreneurship culture and drive amongst the youth in the society. The youth needs to think and aspire to be entrepreneurs and explore their potentials to the maximum. At the second stage, Youth Entrepreneurship nurturing calls for promoting awareness […]
HR Scorecard: Aligning People, Strategy, and Performance
HR Scorecard Aligns People, Strategy, and Performance Organizations consist of people who perform the needed work for them. Also, such work is determined by the strategies that the organizations plan for the year or quarter ahead. Thus, it can be said that while the organization strategizes, the people implement the strategy. In this context, there […]
Performance Appraisal and Performance Management
The contemporary organizations are undergoing a transformation for coping against the changing needs of the environment and excelling in the business by building up their adaptive capabilities for managing change proactively. The traditional performance appraisal system did not suffice the needs of the changing scenario as it was mainly used as a tool for employee […]
How to Write General and Specific Job Descriptions
Job description is all about collecting and recording basic job-related data that includes job title, job location, job summary, job duties, reporting information, working conditions, tools, machines and equipments to be used and hazards and risks involved in it. A job description may or may not have specific purpose. It depends on what HR managers […]
Actualizing a High Trust Organization
Entities of People cannot Survive without Trust Trust is the lubricant that drives organizations, nations, and the global community. Without trust, it is impossible for any entity to perform even at the base level. Considering the fact that all entities are primarily made up of people, it is important for the individuals in any organization, […]
Most companies think that it is their performance management system and appraisal and reward strategies that enhance the levels of employee engagement. True but partially!
Most companies do not realize that human interaction is perhaps one of the most important elements in keeping the employees geared up to perform their best and enhance their competency levels. It is not only a basic need but the sole of an organisation that keeps it going.
Everyone who interacts with employees including top management, senior leaders, immediate supervisors and human resource team members play a vital role in shaping the mentality of an individual.
Though it is the fact that they need well designed policies and practices to support business functions and other programmes for enhancing the morale and improving the performance of an employee by enhancing their engagement level but the importance of human interaction cannot be denied. After all the process of employee engagement involves behaviour management.
It is no surprise that disengaged employees have an adverse effect on your standing in the business world. The world’s most admired companies have attained this status only by keeping their employees engaged by assigning them more challenging tasks according to their abilities. Employee development is high on their agenda.
But the question is who will find out why they’re not able to perform their best. What will keep them focussed towards their aims? How can you have the impact on their as well as business performance?
It is obvious that all this can be known through their interaction with their immediate superiors and the members of Human resource Department. Once the data is collected, the top management can support the entire process of employee engagement by deciding the priorities, making investments and designing and implementing various processes.
Lying on the bottom of the pyramid, immediate supervisors and managers play the most important role in enhancing the levels of employees. As they spend more time with them as compared to the HR people and senior leadership, they can easily determine their actions and find out what will keep them motivated.
Although the directions come either from top management or HRD but they are the one who execute the process and determine the satisfaction level of their workforce. They can interact with the employees and fill scorecards with columns such as actions of employees, what motivates them and job satisfaction level. This is the initial as well the most important step in the entire process.
Human Resource Department works on the data collected by the managers and determine the trend among the employees. They identify the most common factors that decrease the engagement levels among employees and the most common opportunities that can enhance it. They study all the cases thoroughly to identify the loopholes in the system and bring it to the notice of top management.
They review the entire report and the process designed by the HRD or a management consulting firm to enhance the employee engagement levels. They support the process by deciding the priorities and making investments.
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