What Is Quiet Quitting, Why It Matters, And How Is It Impacting American Corporates?
What is Quiet Quitting and Why is it Setting Off Alarm Bells in American Corporates? In recent months, there has been much media coverage about a workplace trend called Quiet Quitting, which signifies the reluctance of American workers to work beyond what is needed from them. In other words, Quiet Quitting refers to employees who […]
How Should HR Managers Deal with Occupational Hazards at the Workplace?
What are Occupational Hazards and how they have Manifested in the Industrial Era? By definition, Occupational Hazards are those casualties, injuries, and accidents that involve workers and professionals in the course of their work. As the name implies, these are hazards that are associated with their workplace lives and hence, are sustained in the course […]
How Using the HR Scorecard Creates Long Term Value for Organizations
Shorter Term Targets and the HR Function Typically, the Human Resources (HR) function is supposed to operate on short-term targets such as the number of people hired for different positions and within the targets set in the short term. For instance, in most manufacturing companies, it is the norm to ask the HR function to […]
Employee Development Plan Process
Employee development is an ongoing process which helps employees to enhance their skills and knowledge to contribute more effectively towards the organization. Remember you are not paid for simply coming to office and leaving on time. You really need to perform exceptionally well to stand apart from the rest. It is essential for employees to […]
Why Professionals and Students Must Invest in Specialized Skills
The Second Machine Age and its Implications for Manufacturing and Services Many Asian countries benefited from outsourcing of manufacturing and IT (Information Technology) services from the West. Prominent among these beneficiaries are China, which became the workshop of the world and India, which became the back office of the world. Indeed, this wave of outsourcing […]
Let us go through various ways which help an organization to increase its human capital:
It is rightly said that the success and failure of any organization depends on its employees. Every employee in his/her own way contributes to the development of organization. One of the major responsibilities of a human resource professional is to source the right talent for the organization. Recruit the right person for the right role. Job mismatch leads to confusions and eventually decreases overall productivity and output.
Orienting new employees to their jobs must not be neglected. Mere piles of documents and employee handbooks are not sufficient to welcome a new employee. Boring and unrealistic employee induction programs often leave employees in a state of dilemma. Design a suitable induction program which not only acquaints a new individual with the systems, policies of the organization but also makes him feel comfortable within the system.
It is essential for every organization to upgrade the skills of its employees for them to cope well with the changing times. Employees must be trained from time to time for them to utilize their knowledge to the fullest when required and become indispensable resource for their organization.
Human resource professionals or training managers must not design training programs just for the sake of it. Understand how your training program would benefit the employees?
Management can also sponsor the education of their employees for them to sharpen their skills and increase human capital. Realistic training programs increase efficiency of an employee, who further increases the productivity of organization.
Monitoring performance of employees also increases human capital. Understand what your employees are upto? Managers must take regular feedbacks from their subordinates. Introduce the concept of online weekly report system, where each employee would have his/her own login ID and password.
At the end of every week, employees should be directed to fill the online weekly report which would automatically go to their reporting bosses for them to evaluate their performances and write comments and feedbacks. This way superiors can also keep a track on their employees’ progress.
Subordinates must be able to walk up to their manager’s cabin in case of queries. The “Hitler Approach” does not work now a days. Problems must be discussed on an open forum for everyone to give their suggestions, feedbacks and ideas. Do not ignore even the minutest problem. Any problem left unattended may lead to a serious situation later on. Each employee should have a say in major decisions of the company. This way employees feel attached towards the management as well as organization. You never know when someone might come up with a brilliant idea.
Job responsibilities of employees must be clearly defined to expect the best out of them. Key responsibility areas must be designed in line with an individual’s past work experience, educational qualification and area of interest. KRAs ought to reflect essential functions of one’s job.
Employees must be motivated from time to time for them to work harder even next time and for others to draw inspiration from them. The talents of good employees must be recognized either by offering them lucrative incentives or giving them a decent salary hike.
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The Age of Oversupply: Why the Future Would be Demanding on the Present Generation
February 12, 2025
