Employer Branding in Regard to Career Aspirations of Males and Females
Women make a significant part of modern organizations. Their focus has shifted from traditional, seasonal and female-oriented job roles to general or so called ‘male-oriented’ job roles. Their participation in the workforce cannot be ignored. Rather young women are surpassing men in almost all aspects of employment. However, men and women, despite obtaining similar education, […]
Benefits of Human Capital Management
What is Human Capital Management? Human Capital management refers to the management of employees, hiring right employees, training them, upgrading their skills, utilizing their knowledge to the fullest, eventually benefitting the organization. Human management refers to managing employees for them to contribute effectively towards the organization. Let us go through the benefits of human capital […]
How Using the HR Scorecard Creates Long Term Value for Organizations
Shorter Term Targets and the HR Function Typically, the Human Resources (HR) function is supposed to operate on short-term targets such as the number of people hired for different positions and within the targets set in the short term. For instance, in most manufacturing companies, it is the norm to ask the HR function to […]
Knowledge Management in the Information Age
Knowledge Management Systems and the Internet We are living in an information age that is characterized by increasing information about everything and anything available anywhere and everywhere. In this context, knowledge management has to be done in a structured and organized manner if redundancies and information overload are to be avoided. The point here is […]
Market Rate Surveys and Reward Research
Need for Market Rate Surveys and Reward Research The previous articles in this module discussed how companies must be cognizant of the market trends when deciding on compensation and nonmonetary rewards. This is especially the case when premium talent has to be rewarded. Since top quality talent would migrate to the companies where they are […]
This is the hardcore fact that the future business performance and revenues and profitability of an organisation no longer depends upon traditional capital management and investment and portfolio management. But the success of any organisation in this constantly changing world of work depends upon human capital management. The companies who understood this fact long before are the most successful and highly productive organisations of the currents times. Those who have just realised it are still struggling to establish a reputation in the industry.
Since the mantra of success of any organisation is the higher involvement, engagement and dedication of employees towards their jobs and their continuous performance to attain more, it is necessary to keep their spirits high, motivate them to perform their best always and generate a breed of satisfied and dedicated employees. Employee Engagement is not a onetime process that can quickly bring results; rather it is an ending process that will go on till the existence of an organisation.
As it is an established fact that there is a clear link between organisational performance and employee engagement, every organisation seeking sustenance and growth in the ever changing world of work quickly respond to the needs of employees along with designing and implementing a customised process to increase the levels of employee engagement. The following are a few basic steps in this process based on the best industry practices.
With this, communication and project management processes are the backbone of the entire employee engagement process. Communication involves plan follow-up, providing timely information and involvement of each level of organisational hierarchy. The project management process includes careful planning, watchful resource management, vigilant budget control and monitoring the actions.
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