17 April 2009View Comments
Why are employees in some companies happy to stick with the company while others look for a change? The reason is that some companies know how to take good care of their employees and provide a working environment that helps them retain their identity, while proving themselves and growing along with the company.
Here are some of the best HR practices that help in the creation of a highly satisfied and motivated work force.
Work Environment
A safe and happy workplace makes the employees feel good about being there. Each one is given importance and provided the security that gives them the motivation and incentive to stay. This is usually achieved through internal surveys to find out whether they are satisfied and if not what they think needs to be changed.
Open Management
Employees don’t like the feeling of being kept in the dark about what is happening in the company. They feel motivated and develop enthusiasm only when the management opens up to them and discusses the company policies, sales, clients, contracts, goals and objectives. This encourages participative management. Asking them for ideas on how to improve will get their creative juices flowing. Being open about everything related to the company will help in building trust and motivating the employees. This open management policy can be practiced using several tools.
Performance Incentives
Every good performance is appreciated in the form of a pat on the back, bonuses or giving some other compensation for a job well done. Organizations that struggle to keep up with the attrition rate are mostly those that think employees are “just” doing their job. Even if it is the employee’s job, completion in an appreciable manner calls for an incentive, and this goes a long way in boosting the staff morale. These incentives can be implemented at the individual as well as the team level and it has been seen that this works wonders in getting the best out of the employees. But it is important to keep in mind that these bonuses should not be given without a reason, unless it is a commitment for annual bonuses or some such thing. Doing so will only reduce the perceived value of the bonuses. Continue Reading →
08 July 2008View Comments
One of the most useful tools of any business is the quintessential employee manual or handbook. It is a manual that is given to new employees on being hired, as a means to acquainting them with the company procedures, functions and policies. It is the most essential communication tool between the company and the employee.
The employee manual should be designed with a lot of thought and only those policies that are specific to the organization should be given and not general policies, making sure it is in an easily readable compact form.
Some of the main policies that may be included are:
Welcome Statement
To make new employees feel at home, most companies start with a warm welcome note from the CEO, which includes important details about the company; the creation, mission statement, goals as well as the role of employees in achieving those goals.
Orientation Process
Orientation process may include having the employee read the manual completely and some companies also allow new employees to use some office time in the first few days for reading it and schedule a conference to answer any questions they may have. Many employers also get an acknowledgment signed by the employee stating that the employee manual has been read and understood.
General Policies
The employee manual should contain the following basic policies of the company:
Attendance: This can be included to avoid any confusion over attendance expectations. Every company expects employees to arrive at the work place prior to the scheduled start time and be engaged with their work by the start time. Details of how time off should be requested and sick leave details are also outlined in this manual. Attendance is considered by many companies as an important facet of job performance. Continue Reading →
01 July 2007View Comments
The person who can make hard things easy is the trainer.
Training needs analysis is the first step in the training process, and then we start setting learning objectives whereby we answer the following critical questions :
1. What must the training achieve?
2. How will the trainees be affected ( i.e., improved )?
In order to design an effective training programme, we have to translate performance deficiencies into training needs. If you know that salespersons do not sell well, and you have discovered that this deficiency is due to lack of product knowledge, then your learning objectives must address this issue
Why Write Learning Objectives? —— Five valid reasons:
1. Objectives give you a clear direction for training activities. As a trainer, you know where you are going an how will you reach there. Your time on designing a training programme is properly utilized.
2. Objectives give direction to other co-trainers who focus on the same direction. Consequently, they bring about uniformity in the training programme.
3. Learning objectives also motivate trainees to grow as they clearly see WIIFM (what’s in it for me ) that keeps them interested, involved and motivated. Continue Reading →
03 June 2007View Comments
Training needs analysis process is a series of activities conducted to identify problems or other issues in the workplace, and to determine whether training is an appropriate response.
The needs analysis is usually the first step taken to cause a change. This is mainly because a needs analysis specifically defines the gap between the current and the desired individual and organizational performances.
Who Conducts Needs Analysis & Why?
An in-house trainer or a consultant performs a needs analysis to collect and document information concerning any of the following three issues :
1. Performance problems
2. Anticipated introduction of new system, task or technology
3. A desire by the organization to benefit from a perceived opportunity
In all three situations, the starting point is a desire to effect a change. Given this, you must know how the people who will experience change perceive it. In the absence of a needs analysis, you may find employees resistant to change and reluctant to training. They may be unable to transfer their newly acquired skills to their jobs because of the organizational constraints.
A needs analysis often reveals the need for well-targeted training areas. However, we must keep in mind that training is not always the best way to try to close a particular gap between an organization’s goals and its actual performance. Those conducting the needs analysis must get a clear idea of the problem, look at all possible remedies and report on their findings to management before deciding on the best solution. Continue Reading →
