Today, businesses that are
successful have a strategic direction that is aligned with the employees to
create a synergy between the business and talent. Along with the effective execution of the
business plan and strategy there are four key models that make a company
successful. These conditions, if met can
put a company on the path to success.
Companies that are
successful have a strong culture that is inclusive, collaborative, challenging
and respectful. A culture that
encompasses these attributes will result in employees that are engaged,
motivated, demonstrate high levels of performance and productivity.
Successful leaders are
dependent upon a team approach that is communicative, supportive, engaged and
holds their direct reports accountable for their decisions. Leaders need to be developed and constantly
challenged to ensure that the company continually innovates. The leaders of the company also need to
maintain the highest ethical standards as they set the tone for the
organization and represent the company to the community.
Employee Talent Management
With technology changing
the potential for a gap between the skill set and the new requirements of the
job can develop into a talent management gap.
Employees need to be continually developed, mentored and given the
opportunity to enrich one’s job is very important to the success of the
A corporate structure and
understood by all employees is often more productive and responsive to the
customer. A structure that groups the
business based upon client and customer relationships will often produce the
best results by meeting the customer’s needs quickly and efficiently.
In conclusion, developing a
strategy that aligns the leadership team with the employees, a culture that
supports progressive talent development and a culture and structure that is
understood by all supports a progressive business model.
According to a recent survey of U.S. households by The Conference Board
(2010), job dissatisfaction is widespread among workers of all ages across all
income brackets in the United States. The study found that "only 45
percent of those surveyed say they are satisfied with their jobs, down from
61.1 percent in 1987, the first year in which the survey was conducted." As employers today what can we do to turn around employee
dissatisfaction on the job? First, it is
important to know that there are two different kinds of employee satisfaction. Satisfaction with the daily tasks and the work that is considered to be the essential functions of the job and satisfaction relating to the working conditions such as employee and management relations, pay, teamwork and the people.
These two types of satisfaction are very different, and it
helps for HR professionals to evaluate from both points of view.
For example, if your employees are dissatisfied with their
current job, ask them for ways to enrich their job. If the working conditions are unsatisfactory
ask your employees to provide feedback on how to improve their work environment
and personal interactions.
Finally, you will want to recognize that job satisfaction is
influenced by your employee’s expectations.
What people look for or require from a job such as compensation, job
security, autonomy, professional growth or independence varies and you can’t
meet all of your employee expectations all of the time.
Each January company’s go through the annual
process of implementing the benefit programs that their employees have become
to rely on to protect themselves and their families. Key to the success of any
benefit plans enhancement and rollout is the planning and associated
communication of the new programs.
To assist the HR professional with the
process of a successful plan is a 5 step program. These steps are:
1. Evaluate the employee needs either through
a focus group or employee survey. This process will ensure that the benefit
enhancements that you are considering are aligned with your employee needs.
2. Establish a budget that has been approved
by the leaders of the organization for the benefit programs. Consider using
percent of payroll as the method for determining the benefit budget.
3. Working with your benefit broker have them
provide you with alternatives to plan design, employer subsidized programs and
plan paid for in total by the employees. Choice is very important to employees
and alternatives to meet the unique needs of your staff should be considered at
every stage of the process.
4. Interview those providers that have been
identified and determine their qualifications and ability to meet your needs.
Do your due diligence by asking those hard questions, ensure that performance
and service guarantees are in place and check references.
5. Communicate the new or enhanced programs
to the employees by way of health fairs, webinars, and employee newsletters and
all-hands meetings. Where possible provide one-on-one service to the employees
to assist them in the process of maximizing and utilizing the programs.
If these 5 steps are followed HR
professionals will be in a position to successfully implement the benefit
programs that are so important to the employees.