Talent Management – Opportunities and Challenges
There is no dearth of professionals but there is an acute shortage of talented professionals globally. Every year B-schools globally churn out management professionals in huge numbers but how many of are actually employable remains questionable! This is true for other professions also. The scenario is worse even in developing economies of south East Asia. […]
Personnel Management: Meaning, Nature and its Functions
Personnel management can be defined as obtaining, using and maintaining a satisfied workforce. It is a significant part of management concerned with employees at work and with their relationship within the organization. According to Flippo, “Personnel management is the planning, organizing, compensation, integration and maintainance of people for the purpose of contributing to organizational, individual […]
Overview of Competency Framework and its Benefits
A competency framework is a comprehensive structure which describes different competencies with its specific set of behavioral indicators and measurement criteria. Most of the organizations have their own distinct set of competency framework which is in alignment to their visions and mission and long and short term organizational goals. There are certain clear benefits of […]
Dimensions of Employee Engagement
The only thing that makes highly productive organisations stand apart from rest of the companies is the quality of the employees and the level of their commitment towards their work. The vice versa, the trust that an organisation shows in their employees and efforts that it makes to keep them focussed, motivated and satisfied, also […]
Knowledge Wars: Technology Transfer, IP Theft, and the Business Battles of the Future
What is Technology Transfer and why is it so Important for Corporates? Technology transfer. This is a term that bedevils companies in various sectors when they place large orders and enter into joint ventures with other firms. To explain, technology transfer refers to the practice of the foreign firm transferring the technological knowhow and 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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