Determine Your Companys Needs Determining your companys healthand wellness needs is an essentialcomponent of a successful workplacewellness program. You may have many ideasfor programs and activities. Before jumpingahead, you should first assess the needs ofyour organization so you can tailor programsto meet those specific needs.
Define HRs role and pinpoint the organizations HR needs. Do strategic planning. Designate and select HR Staff. Implement a method for record keeping and HR systems management. Keep updated and abreast of employment laws.
Strategic goal is the milestone theorganization aims to achieve that evolves from thestrategic issues. They transform strategic issuesinto specific performance targets that impact theentire organization. They can be qualitative orquantitative. Dependent upon usage, GOALS aregeneral in nature, while OBJECTIVES are specific,measurable and time-based. In someorganizations, the meanings for GOAL andOBJECTIVE are reversed.
A comprehensive Human Resource Strategyplays a vital role in the achievement of anorganization’s overall strategic objectives andvisibly illustrates that the human resourcesfunction fully understands and supports thedirection in which the organization is moving. Acomprehensive HR Strategy will also supportother specific strategic objectives undertaken bythe marketing, financial, operational andtechnology departments.
In essence, an HR strategy should aim to capture"the people element" of what an organization ishoping to achieve in the medium to longterm, ensuring that:it has the right people in placeit has the right mix of skillsemployees display the right attitudes andbehaviors, andemployees are developed in the right way.
Making the HR Strategy integral tothe organization The human resources practitioner shouldensure that the HR Strategy is integrated withbroader organizational objectives. Above all, itshould ensure that the rest of the organizationaccepts the Strategy.
Competencies refer to capabilities, abilities, skills,proficiencies, expertise and experience. There aretwo types of competencies – technical and non-technical.
These are the skills and experiences that you canmost often identify from an individual’s resume(if speaking about a job candidate):ACHIEVEMENTS, SKILLS, KNOWLEDGE,EXPERTISE, RELATIONSHIPS.Technical competencies are easily verify anddiscussed. It’s either they have then or theyhaven’t. Technical competencies should always beverified.
These are professional and personal skills andinclude both motivational values and behavior.These competencies – more often than not – are theaccelerators of performance or – if lacking insufficient strength and quality – are the reasonpeople fail to excel in jobs. Examples of Non-Technical Competencies we measure areACCOUNTABILITY FOR OTHERS, EMPATHETICLOOK, PERSONALRELATIONSHIPS, DEVELOPINGOTHERS, DESIRE TO LEAD, SELF-ESTEEM, andJOB ETHICS.
Competencies are particularstrengths relative to otherorganizations in the industry whichprovide the fundamental basis for theprovision of added value.Every organization is a victim of itsown success, so there is a need ofdiversification, which creates adifferent mix of talents and capabilities.
According to Michael Porter, the three methods forcreating a sustainable competitive advantage are through:1.Cost Leadership2.Differentiation3.Focus
1.Customer Service Is the New Marketing In a world gone social and with hyper-transparency, the No. 1 priority today forcompanies is creating and delivering greatproducts and services.2.Customers Become Your MarketingDepartment Social media has changed marketing’s jobdescription. Your ability to grow your businessand acquire new customers begins with yourability not just to satisfy your current customersbut also to “wow” them.
3. “Mobile Marketing” Simply Becomes“Marketing” As more consumers spend more timeconnected to the Internet and to each other viaportable devices, mobile’s distinction as aunique, specialized communications channeldissipates. It simply becomes the dominant waywe interact with brands beyond the physicalworld.4. Email Marketing: The Killer App With a seemingly never-ending flow of newmarketing channels, and social media and mobilegetting all the buzz these days, email sometimesfeels like the forgotten stepchild. In fact, email isonly getting stronger and more vital in its role asmarketing workhorse.
What is Employee Turnover? Employee turnover isthe process of replacingone worker with anotherfor any reason.
Importance to Businesses Companies often take a deepinterest in their employee turnoverrates because replacing workerscan be a costly part of doingbusiness.
High employee turnover hurts a company’s bottom line.Experts estimate it costs upwards of twice an employee’ssalary to find and train a replacement. It can even damagemorale among remaining employees.Here are some ways to lower turnover in your workplace:– Hiring the right people from the start, most experts agree, isthe single best way to reduce employee turnover.– Setting the right compensation and benefits is important too.Work with human resources to get current data on industrypay packages, and get creative when necessary with benefits,flexible work schedules and bonus structures.
– Bolster employees’ engagement.– Managers often overlook how important apositive work environment is for staffers, and howfar meaningful recognition and praise frommanagers can go to achieve that.Awards, recognition and praise might just be thesingle most cost-effective way to maintain ahappy, productive work force.– Outline challenging, clear career paths.Employees want to know where they could beheaded and how they can get there.
Organizational Culture: Corporate Culture in Organizations Organizational culture is the workplaceenvironment formulated from the interaction ofthe employees in the workplace. Organizationalculture is defined by all of the life experiences,strengths, weaknesses, education, upbringing, andso forth of the employees. While executive leadersplay a large role in defining organizational cultureby their actions and leadership, all employeescontribute to the organizational culture.