Social Enterprises around the World
With an aim to generate income if not wealth, the social enterprises come up with innovative as well as people-friendly solutions to bring a positive change in the society. What makes them different from the corporate world is their basic aim; they work for the people who live below poverty line and offer flexible working […]
Competency Management Approach for Setting Superior Performance Benchmarks
In the present business environment of cut throat competition and globalization, competency based practices have gained much of an attention from the contemporary organizations. They aim at achieving an optimum performance in the long term by developing the skills and competencies of the employees on a continuous basis. Competency based management systems are primarily employee […]
Using HR Scorecard with Analytics to Actualize Next Generation Performance
How the Combination of the HR Scorecard and Analytics can be a Game Changer Analytics of all types is the wave of the future. Right from Data Analytics that uses advanced forms of data analysis using large datasets and other pools of data to find patterns in the same to the Business Analytics tools that […]
Staffing Role of the HR Manager: Strategic Workforce Planning
Staffing and Recruiting during the Boom Years One of the key areas that the HRM unit works with is the staffing function. Hiring and on boarding of employees’ remains a critical activity that many HR managers are yet to master. This is mainly because of the unevenness of the demand and supply in the market […]
Attrition and Compensation Management
Many studies have found that there is a direct causal linkage between the levels of compensation that a firm pays and the rate of attrition that it has. Attrition can be voluntary and involuntary, where the former is the employee quitting the company out of his or her own volition and the latter is the […]
A major percentage of employees find their work boring. Ask HR managers about employee engagement and they have only one answer: it is the biggest challenge that we are facing today.
Days of huge increase in wages or salaries even in highly productive organisations have gone. It is unable to retain employees within the organisation for long.
Due to this, the HR managers had to come up with other motivators such as offsite parties and picnics, cricket or football matches on anniversaries and birthdays, cultural festivals, painting and quiz competitions, creches for the children of employees, Friday bashes, movie tickets and discount shopping coupons and many more.
Google, the most famous and successful technology firm provide free, healthy and well prepared food to their employees.
The company appoints well qualified and experienced chefs so that their employees can relish awesome food at work. This is one of the strategies to make employees feel happy at work; however, it alone can’t retain employees for long.
There have to be something else that can motivate people to being involved enthusiastically in their work. They must have an emotional attachment with their job and company.
Beyond all the above mentioned popular techniques, there are other things that play an important role in enhancing the engagement levels of employees. The proposed 3 C’s of employee engagement are career, competence and care.
An organisation can provide its employees with opportunities to grow professionally through job rotations, indulging them in significant tasks, challenging assignments and promotions.
They should also be given a specific level of authority and autonomy to take their decisions on their own. The organisations prepare an entirely new breed of employees if they genuinely invest in developing the careers of their people.
Most employees after spending a few months look for competence-boosting opportunities with the organisation so that they can grow and move to the next level of their careers.
While the career focuses on the actual growth in terms of designation, wages and perks and authority, competence is the ability to grow utilizing the opportunities.
The managers need to be empathetic and sensitive towards people and understand their personal problems.
Showing small day-to-day caring gestures towards employees make them feel that they belong to the organisation and organisation belongs to them.
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