Innovative HR Solutions, LLC

Tuesday, August 2, 2011

Why Is Aligning the Business with a Corporate Human Capital Strategy Important?

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.

Company Culture

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.

Executive Leadership

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 company.

Corporate Structure

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.

Thursday, February 10, 2011

What Can Employers Do Today to Manage Expectations and Improve Employee Satisfaction?

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. 

Saturday, January 8, 2011

What is Open Enrollment?

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.
Related Posts Plugin for WordPress, Blogger...