Talent retention is not a new problem, but it seems to be ever more critical. The question of attracting the brightest and best talents is a key issue for successful companies. Today with large signing bonuses and very attractive salaries and benefits, the more perplexing question is how to best build the loyalty of the talented people. The more talents organizations retain, the more talents they’ll attract. Organizations should focus on designing a sustainable career package that supports a graduate’s continuous professional and personal development. It is important that an organization keeps track of each individual’s changing needs and priorities. This will be down to the job of a coach or a mentor who should carry the long-term and important Continue reading
Modern HRM
Emotional Intelligence in the Workplace
At the work place the ability to exercise clear and sound judgement in situations that the jobs role presents solely depends on the emotional intelligence employees possess. It encompasses the ability to manage their own impulses, cope with change, effectively communicate with others, and solve problems and being able to make use of humor to defuse a tense situation. Such employees have the ability to empathize with others, are optimistic in the face of down turns and are effective in resolving customer complaints. Therefore emotional intelligence plays a vital role in separating top performers from weak ones at the work place. At the work place certain emotional quotient competencies correlate with each other to make it a successful place, such Continue reading
Organisational Values – Definition, Sources, Advantages and Disadvantages
An organisation is an artifact, social entity, has structured activities, nominal boundaries and it is goal directed. Values can be explained in few perspectives according to various sources. In ethics, value represents importance of physical and abstract objects which is ideal accepted by individual or group. It can be also defined as qualities that are considered worthwhile that represent an individual’s highest priorities and deeply held driving forces. Values are often admixture with knowledge, norms and beliefs. Beliefs can be proven right or wrong by one but not values. Beliefs may vary by cohort, time, geographical differences but values are universal, true for anybody at any time, whenever an individual is. Organisational values are ethical codes that guide behavior by Continue reading
Understanding Cross-Cultural Communication in International Business
Cross-cultural communication exists when people from differing cultures have reached a certain degree of understanding regarding their differences. For understanding to take place, both people must have some form of knowledge or awareness regarding the norms or customs that exist in each other’s culture. Verbal and nonverbal communications can contain implied meanings, as well as certain degrees of symbolism. For successful communication to take place, background knowledge concerning values, norms and perceptions is necessary in order for clear, effective communication to take place. The key to effective cross-cultural communication is knowledge. It is essential that people understand the potential problems of cross-cultural communication, and make a conscious effort to overcome these problems and important to assume that one’s efforts will Continue reading
How to Encourage Your Employees to Work Above and Beyond the Norm
A lack of motivation within an office environment is a cancer that can be easily spread from one employee to another. Within a short period of time, this malignant condition can bring revenue generation to a halt and unfortunately, management is often unaware how to begin rectifying the situation. As opposed to being forced to “excise” a specific employee or even an entire team from the workforce, it makes much more sense to embrace a proactive approach so that such a scenario can be avoided from the very beginning. Let us look at some excellent strategies to keep in mind at all times. Encourage and Reward Innovation Why does it seem that some businesses are unable to retain quality employees? Continue reading
Importance of People Capability Maturity Model (PCMM)
The People Capability Maturity Model (PCMM) is a well documented set of practices that enable growing original workforce competencies. It is more of a strategic management framework for building and growing original competencies. The PCMM practices help to retain, grow and nurture competent individuals. PCMM is an evolutionary framework that guides organizations in selecting high priority improvement actions based on the current maturity of their workforce practices. It is conceptual model based on state-of-the-art workforce practices. It focuses on continuously improving the management and development of the human assets of an organization. The PCMM initiative enables an organization to gain insight into its capability for managing and developing its workforce. Organizations need to identify the strengths and weaknesses of their Continue reading