Principles of Talent Management
There are no hard and fast rules for succeeding in execution of management practices, if you ask me. What may work wonders for one organization may ruin another one! For convenience sake however there are certain principles of Talent Management that one should follow or keep in mind. Principle 1 – Avoid Mismatch Costs In […]
Employer Branding – Definition and Fundamentals
Before we look into what, why and how of employer branding, let’s look at the below table*, containing best companies to work for in various countries. Company Name Country Standout Policies Google (Best company to work for, for the sixth year in a row) United States of America Parental Leave Benefits (New parents, whether male […]
Talent Management – Meaning and Important Concepts
What if you could attract your competitor’s best employee for few extra bucks? Sounds easier than done! Attracting high-worth individuals from the competitors is not everyone’s cup of tea. Targeting them and finally hiring them is the test of your competencies experience, personal traits and brain application. This is where the strategic approach plays an […]
The Increasing Popularity of Corporate Wellness Programs and What HR Can Do
Stress Affects All Leading to Reduced Productivity and Loss of Person Hours It is commonplace these days for professionals and workers alike to complain about excessive stress due to their work and due to myriad other personal and professional commitments. Indeed, stress is something that all of us experience on a daily basis. Whether it […]
Triggers or Signs of Work-Life Imbalance
An imbalance between the personal life and work life can have serious or adverse effects on the health and well-being. This imbalance usually occurs when the boudaries between the professional life and personal life are not clearly demarcated and followed with a discipline. Work-life imbalance leads to emotional stress, depression and anxiety. Extensive studies and […]
The success and failure of an organization depend on its employees, truly making them the brand ambassadors for an organization. It is rightly said that employees can either make or break a brand. Employees ought to be treated with utmost respect by the management to expect the best out of them and for the employees to develop a sense of attachment towards the organization. You just can’t afford to ignore an individual who is directly responsible for accomplishing the goals and objectives of your organization.
Trainings and employee development activities play a crucial role in developing employees and preparing them for adverse situations and unforeseen circumstances. Trainings are essential both for the professional as well as personal growth of employees.
New skills and learnings acquired by an employee through trainings would not only help him/her in his present job but also for all his future assignments.
Senior management really needs to highlight the importance of employee development activities for employees to take trainings seriously and gain from the same, eventually yielding higher profits and benefitting their organization. Trainings should not be conducted just for the sake of it. Employees should not attend trainings simply to mark their attendance or just because their bosses have asked them to do so. It is really essential to upgrade your skills and knowledge to stand apart from the rest. Remember, one needs to grow with time.
Human resource professionals need to encourage growth and career development of employees by organizing relevant training programs, seminars, sessions, meetings, performance appraisals, regular feedbacks and so on. Performance monitoring is imperative, if you really want your employees to do well.
You really need to know what your employees are upto? Team managers must sit with their teams at the end of every week to find out in which all areas they are lacking and what all new skills would help them improve their performance. Employees must enhance their skills and upgrade their existing knowledge to adjust easily in the rapidly changing workplace. Find out what is new in the market and what all skills you still need to acquire?
Remember, you are your best critic. Do not feel embarrassed if you do not know something. Walk up to your reporting officer or your human resource manager and do discuss the need for trainings. An employee can also register for various online or distance learning courses, something which would help him in his professional career.
Managers or human resource professionals must take initiatives to assess the skills and knowledge of employees and design relevant training programs in line with their interest areas, needs and requirements. The training programs ought to be meaningful and must add value to the employees. No two employees are same. You can’t have similar training programs for every employee. First identify the training need of an individual. Employees with similar training needs can be put in one group.
Employee development activities or training programs in organization generally fall under following categories:
Trainings and employee development activities help employees to identify their weaknesses, strengths, needs by encouraging two way communication among employees. Employees should have the liberty to express their views, opinions, needs and problems for employers to suggest appropriate solutions and act accordingly.
Trainings help in the continuous acquisition of new skills and learnings. Trainings and employee development activities play an important role in helping the employees to refine their skills and knowledge and acquire job mastery. They indeed help employees to think beyond their routine work and defined key responsibility areas.
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