This article provides a solution essay to Leveraging on Human Capital.
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Throughout this course, you analyzed your current work environment to identify their acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. The final part of this project requires you to determine how to leverage on the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.
Develop a final written proposal (1,250-1,500 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following:…
Solution
Leveraging on Human Capital
Employee Status and Performance Indicators
In my organization, the work culture is based on the progressive development concept. Employee involvement, work, and interactions are guided by the organizations’ policies and supported by existing legal frameworks on human resource management. These policies created and will continue to create a safe and respectful environment for all employees while ensuring compliance with the existing involvement and creativity.
There is a comprehensive range of departments that facilitate career growth using different tasks and performance indicators. Decentralizing employee management is largely embodied because of its significance in identifying employees’ strengths, weaknesses, accomplishments, and overall organizational-citizenship behavior. Moreover, the organization fosters employee commitment and satisfaction through various programs, events, training, and resource groups.
Encouraging and Rewarding Employees
Employees provide the force behind the performance of an organization. Hence, an organization’s success depends on the characteristics and the quality of its employees. Encouraging employees empowers them to become focused on their duties. Thus, individual performance and productivity increase instinctively (Awamleh, 2013). Proposed strategies to motivate employees to include:
Clarifying Expectations
The clarity of what is expected of an employee enables them to focus and remain purposeful (Suciu et al., 2013). Employees are then provided with achievable goals upon which performance is measurable to facilitate performance appraisal. Besides, establishing clear performance standards that outline the specific roles that an employee is expected to accomplish, including mechanisms for completing such tasks, encourages them to work towards the goal.
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Feedback Mechanism
Frequent and continuous feedback shows an employee that their actions affect the organization’s performance (Ederer, 2010). Constant feedback alongside set goals motivates employees since they are made aware of their progress in an organization. Hence, feedback provided should be specific to allow an employee to apply corrections in subsequent projects.
Achievable Rewards
Clear-cut aims are vital in enhancing performance (Salah, 2016). Therefore, instituting achievable aims would ensure that employees are motivated to work towards achieving particular rewards. In the process, an organization can meet its overall objectives. Top-performing employees are provided with incentives, and with this, every other employee can link reward to performance. A series of small rewards throughout a calendar year would facilitate ongoing performance excellence.
Leveraging on Employee Assets
Often, employees find themselves performing tasks that are out of their expertise. Whereas working outside a person’s comfort zone can create some form of anxiety. Therefore, there is a need to build employees’ strengths to improve their morale and efficiency. I will use the following techniques to identify the employees’ strengths and use them to enhance their skills:
Asking Employees the Right Question
Logically an employee can get a task done though they do not have expertise in that area. In the organization, leaders will gain insight into the employees’ skills by establishing their thoughts and approaches to get tasks done. This will allow them to discover employee preferences and decision-making processes and use it to assign them specific tasks that they can excel in and grow.
Engaging Employee on Their Interests
This technique involves encouraging employees to jot down their strengths and talents. This self-evaluation encourages employees to learn and understand each other, thus enhancing cooperation and sharing ideas to achieve particular tasks. Besides, self-evaluation enables employees to prepare thoughtfully over their performance, therefore, provides a platform for them to consider their effort and contribution to the organization. Further, self-evaluation reports can develop tailored training programs for employees to enhance their skills set. Equally, it will allow employees to be sincere in their skillset and preferences when assigned a given role, facilitating effective job allocation.
Conducting Employee Assessments
Assessments can be used to develop departmental leaders and employees as well. This involves feedback mechanisms among colleagues, supervisors, and the information used to provide a clear picture of the organizational performance. This information is critical as it facilitates evaluating an organization’s trajectory and individual employees’ performances. Furthermore, employee assessment is crucial in determining performing and non-performing employees and highlights the need for additional employment and reshuffling.
Prospective Organizational Culture
My ideal organizational culture is that which embodies the freedom of expression, communication, and progressive leadership. When employees are allowed to express themselves, they can be creative when handling the different tasks they are assigned. As such, they can be committed and satisfied with their work. Equally, effective communication in an organization ensures that every employee is aware of their role and that every instruction regarding tasks is communicated (Men and Stacks, 2014). Freedom of communication also allows employees to express their concerns, enabling immediate solutions to progress and progressive development.
Progressive leadership is an essential culture in an organization. It fosters leaders who can identify solutions to pressing organizational problems and incorporate a more comprehensive view whose benefits are significant for the organization (Goncalves, 2015). Overall, progressive leadership facilitates trust, ethics, and transparency in interactions among employees and the management. Sustainability can be achieved with a progressive leadership culture due to inherent changes to meager and immeasurable organizational returns and poor organizational image as perceived by stakeholders and consumers.
Furthermore, progressive leaders do not shy from challenging the status quo. Such leaders provide a sense of purpose, belonging, partnership, and community and engrained personal values and ethics aligned to the organizational vision. In such an organization, departmental leaders can step back and identify organizational problems from the bigger picture when making critical administrative decisions or dealing with employee issues. This allows them to understand the consequences of every decision that affects their department and the organization as a whole.
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Rewards and Incentives
To enhance market competitiveness, rewards and incentives will be a critical component of the organizational development framework and initiatives. Employees will be motivated to work hard in an organization where their efforts are appreciated. In this sense, the organization will include three benefit packages for its employees. The first benefit will compensation for additional work done. The second rewards system would be benefits and packages for specific roles. The last reward system would be recognized for particular achievements. Such a reward system will influence job performance and effort among employees, thus encouraging commitment. This will enable the organization to attract and retain top talents.
Specifically, compensation depends on an employee’s role in the organization, i.e., those at a higher level are compensated differently while recognition will be equal for every employee. Recognition will be determined by the employee’s competency in person-specific tasks. This will be primarily in training to further enhance an employee’s skill in a given department or role. Consequently, skilled employees increase the performance of an organization in its niche. As such, employees will become determined considering the different facets of the rewards, i.e., no employee will feel left out in the reward system. This means that all employees will have equal opportunity to be rewarded in at least one reward system since they are scaled to different accomplishments and consistently applied across the organization.
References
Awamleh, N. A. (2013). Enhancing employees’ performance via empowerment: A field survey. Asian Journal of Business Management, 5(3), 313-319.
Ederer, F. (2010). Feedback and motivation in dynamic tournaments. Journal of Economics & Management Strategy, 19(3), 733-769.
Men, L. R., & Stacks, D. (2014). The effects of authentic leadership on strategic internal communication and employee-organization relationships. Journal of public relations research, 26(4), 301-324.
Salah, M. R. A. (2016). The influence of rewards on employees’ performance. Journal of Economics, Management, and Trade, 1-25. Sciences, 9(39), 180-200.
Suciu, L. E., Mortan, M., & LAZĂR, L. (2013). Vroom’s expectancy theory. An empirical study: Civil servant’s performance appraisal influencing expectancy. Transylvanian Review of Administrative Goncalves, M. (2015). Progressive leaders see beyond themselves. Worcester Business Journal.
Question – Leveraging on Human Capital
Throughout this course, you analyzed your current work environment to identify their acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. The final part of this project requires you to determine how to leverage on the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.
Develop a final written proposal (1,250-1,500 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following:
- An evaluation of the current employee status. Describe tasks and performance indicators that contribute to the overall performance on the job.
- Develop strategies to encourage employees. How will you reward them for their performance and support them during difficulty?
- Describe strategies to leverage on employee assets. How will you identify their strengths and use them to better the performance and skills of individual employees?
- Describe a vision for the overall culture you aspire to develop in your organization.
- How will you integrate rewards and incentives to remain competitive in your market and appeal to your employees?
