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How Employee Engagement & Training Leads To Profits

 

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Pankaj Sharma

ATM

GlaxoSmithKline Pharmaceuticals

How Employee Engagement & Training Leads To Profits

Organizational effectiveness has become a catchword in the current state of affairs. Each employee play a important role that leads to effectiveness of the organization. Each employee is the key differentiator in the growth of the organization. If we see employee and the productivity in an organization some activities are really works like catalyst and heady to bring the desired change in the individual performance and productivity. If you invest on your employee no problem if you don’t is the big problem. Employee engagement activities are like enriching input to get quality output. This may cost to the organization initially but payback in multi fold and long term. As we know that changes are a natural, continuous and inevitable observable fact and they have tremendous impact on the behavior of the employees in the organizations. The constant is change if an organization is willing to change as per the requirement its like bringing new strategy which best suits to the internal customers. Which possibly helps in building win-win culture in the organization.  Employee engagement activities and training leads to profit for the long term. Some of the employee engagement activities are mentioned below.

1, Open the speak up culture.

2, 360 degree feedback.

3, Social events.

4, Cultural talents.

5, Cross function events.

6, Modern work place learning.

7, My mentor.

8, Best employee recognition on various parameters and platforms.

Some intermediate training events will help employee to discover their own talent potential. Many organizations invites hybrid speakers which is the good initiative to bring different perspective to see opportunity in adversity. Employee engagement and training brings profits and helps in talent retention. Training employees is an ongoing practice of the learning organization. Learning organizations are having less employee attrition and high productivity. If management is not happy in investing on their employees they may have to pay high cost in long term compare to the pro learning organizations. During employee satisfaction surveys it was emerged as one of the important reason , why people stays in the organization. Employee engagement and training helps people to develop and grow into their career and this gives them the understanding that an organization is interested for their growth.

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Why Talent Management is an important Business Strategy

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Pranay Sharma

 Human Resources

Rosa Power Supply Company

Why Talent Management is an important Business Strategy

Talent Management has become one of the most promising and pressing topic in organisation because of  its “Variety & Mix“, as we have many generations working together simultaneously under one roof. The ongoing retirement of baby boomers, widening skill gap and rapidly changing lifestyles has also pricked management to look it more from a “Strategic Point” of view. We are living in a Knowledge economy where everything is just a Google away and with fierce competition all around the globe it is becoming more difficult to keep the Talent then to hire.

Workforce demographics are evolving and so do the workplace environment. In today’s scenario every organisation is looking for a source of increase in value creation, valuable contribution a Talent can bring to the organisation.

Talent Management is about managing demand, supply, and flow of talent within or outside the organisation; hence it needs an integrated approach. It starts from the recruitment moves to orientation where a Talent gets introduced to the organisation and in between its all about recognising and addressing the constant challenge to have the right people at the right place until separation.

There is a great need for “Managers & leaders” to rethink on Talent Development. Every Manager should be responsible for attracting, developing, exciting and retaining talented people. Every Manager should think people as partners for growth. Every Manager should sense that there are no low performers but not good Talent Managers. Developing happens through a series of Job-rotation, Enlargement, hot and candid assignments with dedicated coaching & mentoring. Consistency is required in identification, development, movement of talent across the organisation. One should understand the fact that not everyone needs a leader, some people dislike the idea of being led by someone and they are the ones which are the real source of increase in value creation of the organisation.

 

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Keeping Employee’s Motivated with Training is the Right Strategy

Arpita Ganguly

New Delhi

 

Keeping Employee’s Motivated with Training is the Right Strategy:-

During my Graduation days, pondering over which future course to take, a traditional post-graduation or a more popular MBA, I chose the latter for entering the Human Resources arena, keeping in mind my interest in psychology, presentations, learning and development and importantly a corporate life.

Soon I realized upon joining an organization that an MBA is becoming a must to hire managers. The tradition of Graduate as only criteria with work experience was no longer valid.It came as a pain to many who wanted to climb up the ladder, but could not till they completed their executive MBA courses. It was of-course, not a pain but a pleasant surprise to me.

Employers were sometimes at a turmoil whether to sponsor this education and risk losing the employee once the course is completed, or to refuse sponsorship and only give education leave breaks, resulting in employee demotivation. The company could lose an employee as a result of training. But on the other hand you could have an employee indebted to the organization for sponsoring him and also stay back a few additional years.

I learnt from my Head HR however, that the cost of having untrained managers is much more than risk losing one.

In the broader perspective, undoubtedly the training is both expensive and time consuming and while its effectiveness and returns are at times debatable, sometimes talent retention becomes a bigger issue in this context.

Here, it may be worthwhile to consider the following:

  • What if you do not train your employees and they choose to stay! Everybody will be a loser… the biggest loser being the organization. A well-trained employee with a shorter stay in the organization is far better than a less or poorly trained one who sticks with you till retirement with no scope or willingness to learn. He may further spoil the work environment by down grading importance of learning with his own juniors increasing overall demotivation.
  • There have been many occasions when employees complain about lack of training. They are not looking for free lunches in fancy hotels. These are the employees who have a strong desire to learn and perform better. Ignore this fact and be prepared to lose this talented lot.
  • Many companies keep careful statistics of candidates screened, shortlisted and finally hired. Just add another element – how many fully productive employees have been added. It may be horrifying to see that all that investment in recruiting, hiring, and integration was going waste in the absence of proper training.
  • Also this training has to be a regular practice. One day of practice is like one day of clean living. It doesn’t do you any good.
  • Finally, we may not be able to always give monetary hikes/rewards to employees. We can however make them more productive, well trained in area of their choice and pertaining to the business, leading them to get more recognition by growing as a high potential employee. We build extra steps for them to climb the corporate ladder to success.

“Good training doesn’t cost, it pays”. Like Brian Tracy said: Take all the training you can get, one good idea is all you need to save yourself years of hard work.

 

 

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How Can Employers Provide Benefits that Excite and Retain Employees?

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Vikas Chaturvedi

Admin/HR Head

Kanpur Institute of Technology

 

How Can Employers Provide Benefits that Excite and Retain Employees?

Now at the present time many organization only focus on their productivity and profit .Employers are not focusing on their employee’s .As my research the graph of retain ios increasing day by day and somewhere employees losing their faith on company .So i want to discus some benefits prepared by my own opinions along with new name as follows:

1: Abhinay Darshita : – We can measurement of the work performance of employee thorough committee and provide the cash as performance bonus to employee on end of year

2: Actitvty day: – We can provide three paid days to every staff /employee on every end of year to enjoy their favourite outside activity with their family

  1. Abhiman: Through these benefits we can provide some cash benefits for female staff during her new baby born /maternity. Small Scale Company or other company can save the 2 to 3% of Basic salary of staff in company account and refund to staff during the maternity leave.

4: Asharya:– Through these benefits we can provide medical insurance ,disability etc to our employees

5: Unnati:   This is promotional benefits for our employee’s .This is not payable but we can promote their staff/employees on the basis of work performance \.

 

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Why Talent Management is an important Business Strategy

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Suchithra Nair

Why Talent Management is an important Business Strategy

INTRODUCTION

Talent Management is an art or science used to improve business values and to make companies and organisations to attain their goals by using strategic human resource planning.  Talent Management analysis of an employee means, Performance and Potential are the major areas to be evaluated. Talent Management Strategy is supported by two criteria i.e., HRIS      Human Resources Information Systems & HRMS   .     Human Resources Management Systems. Now – a – days Organisations are very much aware about their talent or to increase their talent for achieving in the hyper competitive or in the complex global economy.   It also emphasis on the need to recruit, retain, develop & reward and make people to perform by managing their talent as an important resource for attaining the best possible results.

CRYSTALLIZED THINKING

In an organisation, talent should be maintained, otherwise “gaps” may exist from top-level management to the front lines through mid-level leadership ranks.  And researchers are stating that,  every year  from 2007 onwards  10% percent of increase in output is marked by finding managerial talent in organisations.

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It is a cyclic process which is undergoing in all most all organisations. The Key components of a highly effective talent management process include:

  1. To know clearly the current and future business strategies of organisation.
  2. To understand the “Key gaps” between the current talent and the required talent needed to make the business successful.
  3. By understanding talent management of employees performance in current position as well as to the next level can be enhanced. Accurate hiring & promotion decisions can be taken.

If we are analysing the importance of HR professionals with senior leaders or CEO in an organisation, the Figure mentioned below shows their involvement or engagement with Talent Management.

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If talent management is considered as the core of an organisation.  To make it effective, both HR professionals and Senior leadership or CEO must work together.  And it is analysed that the most crucial and successful initiatives are taken by the HR with prime, energetic and enthusiastic support from the CEO or Senior leaders, who are providing budget, resources, manpower, communication and other attributes for success. So  talent management can be considered as an important business strategy. A research study made by Mc BASSI & Co. stated that the categories of human capital management (such as leadership practices, employee engagement, knowledge accountability, workforce organisation & learning capacity) helped in increase in stock market returns and better records. Another research study by IBM found that organisations which having effective talent management can attain high percentage of financial outperformance than organisation having poor talent management.

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