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четверг, 30 мая 2024 г.

Embracing the Future: Nine Key Strategies for Business Leaders to Thrive in a Changing World

 

вторник, 26 сентября 2023 г.

Understanding, Engaging and Developing Your Workforce

 


Understanding and developing your people

The most valuable resource of any organization is its people. Staff well-being and their level of satisfaction directly impacts on an organisation’s performance and success.

Satisfied people are not necessarily high performers. Happy, content employees are less inclined to seek improvements or do things differently. In today’s climate, this is not a good position for any organization. A company needs energised, motivated staff eager to try something new.

Motivation

Organizations need to understand behaviors and the key motivating factors for employees. Motivational theories can be helpful at understanding motivations, though satisfaction at work is achieved through a complex interplay of variables. High pay rarely compensates for poor working conditions, and modern offices and good working conditions rarely compensate for very low pay.

Engaging your employees

Engagement is a combination of commitment to the organization and its values, plus a willingness to help colleagues. It goes beyond job satisfaction. Engagement cannot be ‘required’ as part of the employment contract. There are many individual and organizational factors determining engagement. Engaged employees speak positively about their organization, have a strong desire to be a member of their organization, and make an effort to contribute to its success.

Measuring satisfaction

Common approaches to measuring satisfaction use a combination of qualitative and quantitative research designs. Off the shelf staff survey packages are available, but most companies choose a customized project design conducted by an external agency/partner or in-house HR team.

Qualitative research methods take their roots in the social sciences. They are often used in early consultations with staff identifying issues of greatest importance. At this consultative stage, staff should have freedom to express their views. Research is carried out through internal focus groups and depth interviews.

Quantitative research methods involve samples of large numbers and measurement. It is usual for staff surveys to be census surveys, inviting all staff to participate. The questionnaire is developed from issues which have arisen from the consultative stage, and the questionnaire comprises mainly closed questions.

The employee survey

Employee surveys normally cover key areas impacting on the staff experience, such as leadership and staff development opportunities.

The rating scales are usually determined by the sensitivity of the measurement required. There is no definitive or “correct” way to measure satisfaction – all scales need to be translated to a numerical scale in order to analyse the results.

Ensuring the highest response rate

When carrying out surveys, getting employees on-board can be challenging. Poor response rates, insufficient or unclear information and a failure to use the survey to drive actions are just some of the disappointments that are reported. Attention to several issues surrounding the survey can facilitate a positive response, including CEO involvement and a publicity campaign prior to the survey.

Comparing employee satisfaction

Benchmarking of employee satisfaction can be carried out internally where scores from within the company are compared using the same questions over a period of time, or externally, where scores from other external organisations are taken and compared.

External benchmarking has problems of comparability when taken out of the context of the original survey. It can be tempting to “cherry pick” questions from several sources where the data from other companies is publicly available, however, questionnaires tend to work in their entirety, and the total composition of the questionnaire therefore has an impact on the results obtained.

https://www.b2binternationalusa.com/

четверг, 5 сентября 2019 г.

What is human capital management?


According to Gartner, the human capital management definition refers to a set of practices related to people resource management. These practices deliver core competencies to the organization, including talent acquisition, workforce management, and workforce optimization. The most successful organizations maximize value by utilizing human capital management (HCM) software to unify these competencies into a single platform. Learn what is human capital management and how HCM can help your company find, train, and retain valuable employees.

THE FUNCTIONS OF HCM

For a more detailed HCM definition, let’s examine the list of functions that impact an organization’s people resources. Leading organizations implement HCM solutions that effectively manage people-related functions including:
  • Core HR Administration—personnel, benefits, payroll, rules/compliance, and employee self-service.
  • Strategic support to optimize employees—workforce planning, talent and performance management, training, recruitment, onboarding, time and expense, workforce analytics, and workflow.

WHY HCM IS IMPORTANT

About three-quarters of respondents in a recent survey said that HCM is important or very important. In today’s dynamic workplace, organizations must act proactively to find and keep the best talent, increase productivity, and engage employees. Some of the workplace trends that make HCM a crucial tool for organizations to stay competitive include:
  • Changing demographics and work styles.
  • Flexible work arrangements including contractors and remote workers.
  • Complex and ever-changing compliance requirements.
  • Increasing reliance on HR data and workforce trend analysis.
  • Importance of brand and company culture to effectively attract and retain talent.

THREE WAYS TO ENHANCE HUMAN CAPITAL MANAGEMENT

The most successful firms are adopting HCM strategies to maximize efficiency, simplify recruiting, and embolden the management and development of employees. Here are three best practices you can use to increase competitiveness and maximize your human capital:
1. Acquire the best talent.
Nearly 75% of employers struggle to fill positions with the right candidates. It’s crucial for businesses to focus on improving talent acquisition practices. HR professionals and recruiters increasingly use artificial intelligence (AI) to automate routine recruiting tasks, freeing up more time to focus on strategic needs and improving the candidate experience. AI provides support to quickly match applicants to keywords, communicate with job candidates, and even schedule interviews. Recruiters use chatbots to help recruit talent faster and eliminate communication gaps. Additionally, the most successful businesses are improving onboarding programs so that recruited talent gets up to speed quickly and feels connected to company culture.
2. Effectively manage talent.
To ensure job satisfaction, engagement, and productivity levels are high, HR professionals must provide an excellent employee experience. More HR managers are using AI-driven HCM solutions to increase efficiency as well as embolden employees to access what they need when they need it. HR’s goal must be to focus on employee happiness—a combination of meeting workforce needs and giving employees the tools they need to work smarter. Be sure to provide user-driven, automated solutions that simplify time and attendance, payroll, performance management, and rewards and recognition programs.
3. Optimize talent.
According to the UK’s CIPD, human capital is the “collective capability, knowledge, and skills of the people employed by an organization.” That’s why leading organizations don’t stop at just hiring and managing talent. To retain employees and maximize this valuable resource, businesses must make investments in career planning, training and development, and succession planning. Use integrated HCM solutions to identify skill gaps in your workforce, offer training recommendations to enhance job performance, and forecast future hiring needs.

ELEVATE HOW WORK GETS DONE

Improving your human capital management strategy paves the way toward a smart office, enabling your business to win the war for talent, space, time, and capital assets.

среда, 28 января 2015 г.

Original tool kit for operational due diligence process

It may look familiar but it's different

To deliver a measurable result requires an accurate assessment for the current situation. The process of company META MANAGEMENT includes an outstanding assessment phase, that with slight modification, becomes a world class operational due diligence process and a technology effectiveness audit.

Operational due diligence process and a technology effectiveness audit


Assessment of workforce

Implementing improvements identified during the assessment phase requires a strategic, technical and tactical understanding of the opportunities, the issues, the culture and the individual behaviours of the workforce. Company META MANAGEMENT has developed our "Front End Focus Process" to do just that and the results are impressive. The ensuing implementation phase features exacting and rigorous project management, making the process predictable, effective and sustainable. Our tool kit, containing leading edge skills such as Lean and 6 Sigma, becomes more powerful when embedded in our process.






Implementation "Our Focus Process"

Further commitment of META MANAGEMENT to deliver sustainable change is our one-year after care programme ensuring that the efforts and investment of the project are fully sustained.


Results - the things that count

Every client situation is different and our process helps to identify the opportunities for improvement as well as the magnitude - and it is often the magnitude of opportunity that causes surprise. Below are some improvement figures from actual projects.



http://www.metamgtserv.com/