Theory of Human Resource Development (HRD)
This module covers the HRD function in organizations from a wide variety of perspectives. At the outset, after the introduction to the module in the previous article, it is time to look at some theoretical perspectives about the HRD function. When the field of management science and organizational behavior was in its infancy, the HRD […]
Managing Employee Performance
Introduction Managing employee performance is one of the key drivers for organizational success in the present context of firms trying to adopt a resource centered view of the organizational. We have seen elsewhere that integrating HRM practices with those of organizational goals and strategy increases the competitive advantages for the firm. Similarly, managing employee performance […]
Importance of Performance Appraisals and How to Conduct them Effectively
The Importance of Performance Appraisals People work in organizations for monetary and nonmonetary reasons. While monetarily, employees look forward to increasing pay and perks, they also look for job satisfaction and fulfillment in their jobs. Thus, the motivators that determine whether a particular employee would stick to the job or leave the organization are based […]
Role of HR Consulting in Talent Acquisition and Management
In today’s scenario, talent acquisition and management has emerged as a key strategic process in an organization. Though there is a better availability of workforce in the market than ever before, yet the challenge to acquire the right talent still persists for any organization, worldwide. This is essential to achieve the strategic objectives and ensure […]
Talent Management Process
People are, undoubtedly the best resources of an organization. Sourcing the best people from the industry has become the top most priority of the organizations today. In such a competitive scenario, talent management has become the key strategy to identify and filling the skill gap in a company by recruiting the high-worth individuals from the […]
Organizations play a crucial role in making employees multitasked. Individuals in most of the cases upgrade their knowledge while at work.
You don’t need to burn a hole in your pocket and enrol yourself in special tuitions or classes to acquire new skills. Trust me, if you develop a sense of attachment towards the organization and work with passion, you yourself feel like enhancing your knowledge with time as eventually doing the same would not only benefit you but your team as well.
Organizations need to motivate employees to be multitasked. Encourage them to attend various training programs, sessions, seminars being organized at the workplace from time to time willingly and not out of any compulsion.
First and foremost, superiors need to sit with the team members and make them understand the importance of being multitalented. You need to make them realize as to how being multitasked would help them face the challenges with a smile. Trust me; unless and until they feel the urge from within, no amount of trainings would help.
Training programs should not be organized just for the sake of it or as a formality. They need to be designed keeping in mind the need of the employees. You do not have to call an expert from outside and spend lots of money every time.
Ask employees of different departments to interchange their roles for sometime say for a month. They can come back to their regular positions after a month. You would be surprised to see individuals not only taking interest in the new role but also striving hard to find out more about the new position.
In today’s scenario, acquiring additional skills is not a problem when information is just a click away. Let employees sit and share their experiences with each other. Not only they discuss work but also try to find out more about the job profiles of each other.
An accounts professional definitely would have the urge to know how the marketing guy convinces his clients to invest in organization’s products. The curiosity would always be there.
The problem is just that individuals do not take the initiative of learning something new on their own. They are happy with their regular work and do not take the pains to learn additional things. Here comes the role of management. Bosses need to constantly push their employees to keep on upgrading their existing knowledge.
Multiskilled employees need to get little more benefits than those who are specialized in just one task. Their ability of handling multiple responsibilities needs to be appreciated and acknowledged. Why would an individual bother to upgrade his knowledge if he knows he would not get any benefits in the current organization?
The salaries of multitasking employees need to be a little higher than others. Make them feel important for the organization. Give them additional responsibilities.
Let’s understand the same with an example:
Tom is excellent in his own work. His coordination with the clients is superb. Now if you ask him to handle a team, obviously he would try his level best to hone his skills and also learn new things.
In order to lead a team, he has to manage others as well, prepare reports, make his team work and also extract the best out of them. If a team member takes leaves and there is a deadline to follow, he would not hesitate to do his team member’s work as well.
An individual at a senior position does not even mind taking calls when it comes to business and organization’s profits. Organizations need to motivate their employees to be ready to learn new things always.
Your email address will not be published. Required fields are marked *
