Stages in the Development and Implementation of a Performance Management System
Performance management is a strategic process and an integrated approach. The process involves an ongoing dialogue between the supervisor and the employee for setting goals which are achievable and contribute in the direction of fulfillment of the organizational goal. The main objective of performance management approach is to proactively manage employee’s performance for accomplishing organizational […]
HRM Strategies in Non Profits and How Similar and Different are They from Corporates
The Differences between HRM Strategies in Corporates and Non Profits As the name implies, non profits are those entities that are engaged in social activities and which do not exist to make profits. Instead, they are established and run with the purpose of serving society and zero sums accounting wherein the intake equals the cost […]
Benefits of Human Capital Management
What is Human Capital Management? Human Capital management refers to the management of employees, hiring right employees, training them, upgrading their skills, utilizing their knowledge to the fullest, eventually benefitting the organization. Human management refers to managing employees for them to contribute effectively towards the organization. Let us go through the benefits of human capital […]
Mistakes Managers Make in Knowing Employees
Let us highlight some common mistakes managers make in knowing and managing employees: Do not expect your team members to know everything. How can an individual perform each and every task with perfection? Key responsibility areas should not be designed just for the sake of it. Responsibilities should be delegated as per capabilities, specialization and […]
Role of Managers in Employee Relationship
A healthy employee relationship is essential for the employees to find their work interesting and perform their level best. It is important for everyone to understand that one goes to his organization to work and conflicts must be avoided as it is nothing but a mere waste of time. Employees must be comfortable with each […]
Employee Development refers to steps taken by an organization to enhance the skills of an employee and motivate him/her to acquire new knowledge and leanings.
Employee development activities upgrade an individual’s existing knowledge, sharpen his/her skills and also prepare him/her to take up new opportunities in the future.
As a result of trainings and employee development activities, employees face adverse conditions, unforeseen situations and challenges with a smile.
No amount of trainings would help unless and until an employee realizes the value. An individual must understand as to why trainings are being organized? Remember, no organization would like to spend its money on non productive activities or something which would neither help the employees nor the employer. Your manager would not know what all new skills you need to learn? The success of employee development plan to a large extent depends on the employee itself.
Organizations must encourage their employees to think about their growth chart in the organization and how would they achieve the same ? Each employee should be aware of his/her roles and responsibilities and how can he/she contribute more effectively towards the organization.
It is always better if employees come up with their own development plans and what all new they would wish to learn for them to become versatile.
Human resource professionals can prepare various questionnaires which can be circulated among employees to know their opinion. Let your employees suggest you activities which will help them develop further.
The questionnaire can have basic questions like:
Such questions help the management know the current position of an employee and what all areas he needs to be groomed and trained ?
Once you have a rough-cut idea of what your employees expect out of you, start preparing development plans. A common development plan would not work out for all employees’. Every employee is different.
Organize various internal as well as external trainings keeping in mind the employee’s requirements and how the training program would benefit him/her. Design the training programs in line with the organization’s needs and demands. Encourage employees to sit with an open mind and interact with the trainer as much as they can. Mere one way communication makes the training boring and nothing productive can be derived out of it.
Encourage employees to work in teams. Individuals do train their counterparts on jobs. Ask individuals to train their fellow workers. This would not only train other employees but also make the trainer proficient.
Motivate employees to learn from each other. Allow employees to discuss their work on an open forum once in a week. Such activities help in information and knowledge sharing.
Employers must sit with their employees to understand how certain jobs can be redesigned for an increased output. Let employees come out with innovative ideas. Acknowledge and appreciate their new concepts and suggestions.
Give additional responsibilities to employees. Ask them to represent their teams, prepare reports, track their team’s performances and so on. Make them accountable for their team’s performance or new processes. Let them take charge.
Let employees assist their managers in day to day work. Team leaders can take their team members for business meetings or crucial deals once in a while. Taking them out for meetings and providing them the chance of interacting with clients will give them the necessary exposure.
You need to keep a track of what your employees are up to? Proper feedbacks are essential. Sit with your employees after each quarter and review their performances.Give them necessary suggestions as to how they can improve their performance. If they have not performed well once, do not shout on them or demotivate them.
Trust your employees. Make them feel that you are there with them. Don’t always count their mistakes; rather appreciate them whenever they do something extraordinary. Support your employees to expect loyalty in return.
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