Nurturing, Enabling, and Empowering Talent at the Workplace
Different Aspects of Talent Management Not all of us are born geniuses or are child prodigies. Just as not all sportspersons are not Michael Schumacher or all entrepreneurs are Bill Gates or the Late Steve Jobs, many of us have some innate talents that need to be catalyzed by nurturing, enabling, and empowering thereby making […]
Some Things to Consider When Choosing Off-Beat or Non-Mainstream Careers
Career Options in Our Parents and Grandparents Generations In our grandparents and parents generations, it was the norm to choose careers that offer job security, preferably life-long employment, and those that provided pension and other benefits. Indeed, such was the lure of these aspects that many among those generations chose to work for the government […]
How to Use the Summary Section in LinkedIn and Describe Your Experiences
The summary section in Linkedin is little critical section. It is different than that of a resume summary. To quickly distinguish between the two, it can be explained that Resume summary is a professional gist of the profile, whereas a Linkedin summary is a blend of personal and professional front both. It is required to […]
Employee Separation Process
Employee Separation is the process of ensuring that an employee who quits the company is exited in a structured and orderly manner. The process of employee separation is taken quite seriously by many firms and there is a dedicated department to handle employee exits from the company. In this article we discuss the process of […]
Factors Which Affect Entrepreneurship
Entrepreneurship is essential for the development of any economy. Countries which have flourished attribute their rise to the growth of entrepreneurship. Therefore, governments and people all over the world want to encourage this concept. This article lists down the factors which contribute to the growth of entrepreneurship and therefore to the growth of the economy […]
Human Capital Management refers to the management of an organization’s employees for them to contribute significantly in the overall productivity of organization. Every employee tries his level best to utilize his knowledge and skills to benefit his organization and become an indispensable resource in due course of time.
Human Capital Management Drivers act as catalysts for an effective human resource management.
Human capital management drivers fall into five major categories:
HCM Practices
Communication: Employees must be treated well for them to develop a feeling of attachment and loyalty towards the organization. Managers must understand that their role is not just to sit in closed cabins and impose ideas on others. They ought to communicate well with their subordinates. Employees must have an easy access to the senior management. Communication from management to employees also known as Top down communication is essential for the employees to be aware of their goals and objectives and for them to know what is expected out of them.
Inclusiveness: Management ought to sit with employees on a common platform to invite suggestions and feedbacks from them.
Supervision: Senior executives and management must reduce the various levels of hierarchy between them and employees’. Management must interact and motivate the employees from time to time for them to give their level best.
Leadership: Senior executives should support, lead and influence the workforce so that they contribute effectively towards the organization.
HCM Practice
Key Responsibility Areas: Key responsibility areas of an individual should be designed in line with his education, skills, expertise, experience and also area of interest. This way, work never becomes a burden for him.
Commitment: Outstanding efforts of employees must be acknowledged for them to feel motivated and work harder even next time. Employees performing well ought to be suitably rewarded and appreciated in front of others.
Time: Time management ensures that no employee is overburdened. Responsibilities must be equally shared among employees.
Evaluation: Employee engagement must be evaluated from time to time by the top management.
HCM Practice
Information Availability: Employees must have an easy access to all relevant information required to perform their duties. Organizations must organize various training programs (In house Trainings or Out sourced trainings) to constantly upgrade the existing skills of employees and acquaint them with new learnings.
Team Work: Employees must be motivated to work in teams rather than working alone.
Information Sharing: Encourage employees to share information with each other.
Human Capital Management (HCM) Practice
Work processes: Senior management must define work processes of employees well for maximum productivity.
Working Conditions: An organization needs to provide excellent working conditions to the employees to expect the best out of them.
Accountability: Individuals must be held accountable for their work. Get a commitment from employees and nothing like it, if everything is in writing.
Hiring: Individuals responsible for talent acquisition must ensure that they hire the right candidate for the right role. Design a strong induction program for all the newly joined employees.
Performance Management: Employee’s performance needs to be strongly monitored and managed.
HCM Practice
Innovation: New ideas should be welcome. Employees must be encouraged to come out with new and innovative ideas which might benefit the organization.
Training: Trainings must be practical/relevant and designed to sharpen the skills of employees. Do not design training programs just for the sake of it. They must benefit the employees.
Career Development: Employees must be aware of their growth plan in the organization.
Learnings: New learnings should be valued by all in the organization.
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The Age of Oversupply: Why the Future Would be Demanding on the Present Generation
February 12, 2025
