1. Is your Human Resource Department impacting the bottom-line?
2. Do you know how productive your Human Resource Capital Investment is?
3. Are your Human Resource Department’s goals and objective aligned to your corporate vision and mission?
4. How productive is your HR data for critical corporate decision making?
5. Are your corporate managers getting accurate HR Intelligence at the right time?
6. Do you really know who your company’s top performers are?
7. Are you losing control over your HR Department’s goals and strategies, while managing your people at different levels?
8. What are you doing to ensure that you are not over/underpaying your employees?
9. How satisfied are your employees?
10. Are you hiring the best candidates in your industry?
How do you measure the productive capability of your organization?
You may measure the economic value of your customers, why not
employees? Our approach focuses on value, and understanding the driving
force to convert these insights into desired results.You may already use
a measuring and management system for production, finance, marketing,
sales and information technology, yet you may not be effectively
measuring your most important profit lever and asset, people, and their productive capability.
The Pivot Point
The pivot point in any business is always people. It doesn't
matter what best in class practices or technology you have deployed,
nothing happens without people! In some cases it is your biggest expense
and bewilderment. It is the great mystery of business. It is the single
most important factor of your business. People are your competitive
advantage! People matter.
Profit Lever = People!
As Jac Fitz-Enz renowned Human Capital strategist says, knowing the
economic value of your employees is about understanding the connection
between people and profitability. People are the critical differentiators of business. People are your profit lever! The chasm
between every great business plan
and success is execution. Execution is about people. And where is
people performance information captured? HR systems. But, HR systems are
not perceived as strategic or operationally critical…
…Read the rest of this article-> Download Full White Paper
Are your employees engaged in their work?
Managers must always keep in mind that employees are a company’s
greatest asset. Their ideas, feedback and enthusiasm for what they do
can help your business grow and succeed. They must make it a priority to
get to know their employees so that they can provide whatever’s needed
to keep their teams fully engaged. An engaged team of performers yield best results for individuals and the company. With that in mind, here are some
management tips for creating and sustaining employee engagement:
1. Let go of any negative opinions you have about your employees.
2. Make sure employees have everything they need to do their jobs.
3. Clearly communicate what’s expected of employees – what the company values and vision is, and how company defines success.
4. Get to know your employees – especially their goals, interests etc.
5. Make sure they are trained.
6. Constantly ask how they are doing.
7. Reward & Recognize employees in ways that is meaningful to them.
In the previous blog we discussed about the Business-HR Engagement
that enables efficient PEOPLE management. Now, lets identify the
Business-HR Engagement factors that impact your HR's success the most
Is your business engaged with the HR? Conduct a self-assessment with the checklist below:
HR
plays a more strategic role in impacting the bottom-line than ever
before-
