Building an Employer Brand
Organizations, today, are working towards talent optimization. They have come to realize that creating a standout employer brand is essential to have ‘people advantage’. Talent and marketing are the new sides of a branding coin. It has become essential for organizations to position themselves in an attractive way and communicate the company identity and work […]
The Midlife Crisis of the Middle Manager! What it is and What can be Done to Address the Problem
What Is Midlife Crisis, Whom Does It Affect, and what are the Manifestations of It? Midlife is especially challenging for anyone and more so for those in their careers when they get stuck in a job that has lost meaning. Indeed, the term midlife crisis is very popular to describe the feelings of listlessness and […]
Purpose of Job Analysis
As discussed already, job analysis involves collecting and recording job-related data such as knowledge and skills required to perform a job, duties and responsibilities involved, education qualifications and experience required and physical and emotional characteristics required to perform a job in a desired manner. The main purposes of conducting a job analysis process is to […]
Ways to Improve Employee Satisfaction
Employee satisfaction plays an essential role in motivating the employees to deliver their level best and also leads to a positive ambience at the workplace. Employee satisfaction is no rocket science and trust me; it does not take much to satisfy your employees. Small but sincere efforts are enough to satisfy employees so that they […]
Know Your Employees to Improve Work Culture
Employees are indeed true assets of an organization. Managers need to know their employees well to expect them to contribute their level best and also to remain loyal towards the organization. Employees need to feel valued and important at the workplace for them to deliver their level best. Knowing employees well leads to a healthy […]
Human capital management refers to development of human capital through regular trainings, skill development activities and retaining talented employees. An individual who strives hard for the maximum part of the day to accomplish the goals and objectives of an organization are its real assets. Machinery, capital, innovative ideas and office furniture do play an essential role in the successful running of an organization, but nothing would work out if an organization does not have employees who really think for it.
Employees must develop a sense of attachment and loyalty towards the organization.
From where do you think attachment comes from? Is it only money? The answer is NO. Money could be one of the factors.
A feeling of loyalty towards an organization cannot develop in just one or two days. It takes time for employees to inculcate a sense of pride in working for their organization.
“My name is Tom and I am really proud to represent my organization - Peter Publications Pvt Ltd” This should be the feeling for one’s organization.
Human Capital management plays an imperative role in honing the skills of employees and making them reliable resources. Human Capital management helps in hiring the right candidate for the right job, properly orienting him to the organization and constantly upgrading his/her existing knowledge.
An organization needs to invest its time and energy in its employees through various internal and external trainings, team building exercises (activities which bring out the best in employees) to expect dedication, sincerity, hardwork and loyalty in return.
Organizations are benefitted when specialized and already experienced people are hired for the right job. In such cases, an organization does not need to spend much of its time in training an employee. Employees with prior in depth knowledge can take charge immediately, without wasting time of superiors or senior management.
Unique Skill Set model often abbreviated as USS Model highlights the importance of hiring skilled (already trained) individuals for organizations.
According to Unique Skill Set model, unique skills set employees boast of unique skills and in-depth knowledge and understanding of the business and overall industry. Unique skills set staff come with relevant experiences and skill sets making them more efficient and reliable than employees who need to be trained from the initial levels.
Unique skill set model reduces the cost of cross functional trainings as employees are already trained and ready for their respective roles. Unique skills set employees possess unique skills and knowledge and thus can contribute effectively towards the functioning of organizations from the very beginning. They are in a position to come up with innovative ideas and solutions to make the systems better and efficient. Unique skills set employees are aware of their roles and responsibilities, strategies to be made for the organization and how to implement the same in the right direction to achieve the goals and objectives.
Unique skills set employees are more efficient and team members determine what actions should be taken and in what direction. Training is not much required in USS Model.
Retention of talented resources with less capital resource is one of the hurdles in unique skill set model. Organizations find it difficult to retain high performing employees as they have a tendency to move on for better opportunities. Aging of talented employees is another problem in unique skill set model.
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The Age of Oversupply: Why the Future Would be Demanding on the Present Generation
February 12, 2025
