Employee esteem is indeed a valuable asset and one of the finest
investments for any eminent brand. Appreciation provides an upsurge in the
employee’s value, resulting in a natural progression for
the overall workforce. However, reinforcing positive supervision of workers in
a well-known organization is more of a hassle for employers.
Lumesse`s survey, comprised of 1293 HR leaders,
concludes that 52% of respondents concur about their management role requiring
a higher level of complexity.
Supervision of human capital doesn't have to be challenging. Following
are a few simple yet effective ways from Alan Oviatt that support developing the workforce, retaining
employees, and making employers’ jobs a little bit easier:
Individual Employee Profile
Effective supervision of employees in an escalating organization is not
an easy feat, particularly when workers can`t connect a name to a face.
Creating an individual employee profile made it easy to know employees.
Regardless of the platform used, these profiles are useful according to Alan Oviatt in effectively managing human capital, enabling
managers to store information in one place. Also, it encourages an employee’s sociability and feelings of
camaraderie among their group members.
Facilitate an Onboarding System
The onboarding process of integrating new employees into an
organization demands that an effective workflow to onboarding takes place.
Fortunately, with recent advancements in technology, the process of human
capital management has been simplified, helping employers - store, track and
manage new hire paperwork, create new hire tasks and monitor progress, and
foster socialization through online portals.
Apart from traditional onboarding, automated onboarding methods can be
used and referred to as often as needed - reducing both the time and expense to
an organization during the integration process.
Execute Feedback Culture
Before the actual execution of an annual performance review, it’s
significant to effectively manage it. Unfortunately, there countless things
that need to be done to prepare performance appraisals for better supervision
of employees.
In startups, managers must review processes, keeping them as elementary
as possible. Questioning employees and targeting core competencies can be a
key element
in ensuring the right person is in the
right position, just as allowing them to question processes and workflows will
help build a more long-term strategic advantage.
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| Human Capital |
Alan Oviatt says, “Incorporate a regular feedback culture,
including - self-ratings, peer reviews, and manager assessments into the HCM
system”. Feedback from the workforce and their peer employees will provide a
perspective on performance managers might not otherwise see.
Automating a portion of the performance review process with software or
online portals such as employee Intranets, enables managers to focus on other
aspects of HCM.
Offer Flexible PTO
A new concept in the corporate world - offering flexible paid time-off.
According to the Society for Human Resource Management, only 1 percent of
U.S. companies currently offer any kind of adjustable PTO.
Flexible PTO eliminates the tiresome process of calculating vacation
accrual and tracking an employee’s time off. In addition, it appeals more to
newcomer - improving their performance and optimism.
Mobility in the Workplace
These days, operation through mobile applications is intensifying in
the workplace. The use of the mobile workplace has helped enhance the employee
management experience.
This mobility has enabled employees to work from anywhere, anytime. It
simplifies communication within the workplace by encouraging reporting and
feedback and removing time zone and location barriers. By virtue of mobile
tools, both the employers and employees can accommodate their personal and
professional lives as needed.
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