The Comprehensive Pathway to Employee Engagement

  • Created Date03 Mar, 2019
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Human Resources is a field that cannot stop transforming with time as it deals with the people of a business who can be seen as the ultimate variable. And, especially in the current scenery where organizations have to constantly cope up with political and economic changes, the human resources domain needs to pull up its socks and get prepared to undergo some major transitions to act as the credible, strategic partner to businesses and act as its brace through thick and thin.

With humans being the highest regarded asset of a company, the status of human resources is on a pedestal and is perceived as an immensely essential function that is required to cope with continuous ups and downs due to the evolving nature of the workforce.

This article will bring into light three significant areas where human resources needs to change its ways, prepare for further development and pay extra focus to.

1.    Question business as well as ethical practices

HR professionals are the primary upholders of integrity in an organization. They are expected to keep their eyes wide open at all times and identify questionable practices in all areas of the business. They must possess the confidence to back their case with genuine facts and the potential to offer solutions to mitigate the intensity of the situation.

In a case where they witness any unethical or doubtful practices, they need to play the role of a ‘critical friend’ by asking questions but in a tone that is far from being accusatory. Apart from infusing morality, HR professionals have to challenge business practices which is only possible by attaining as much knowledge as possible through organizational along with financial data.

Owning a character and dependability could assist HR practitioners in coming up with solutions and discouraging the personnel from taking the unethical route to resolving issues. And, to carry this out, they don’t only have to rely on their personal experience and acumen along with supporting their solutions with business knowledge and data analysis.

2.    An understanding of business in addition to data

It is important for HR professionals to know the organization from inside and outside along with having a profound knowledge of your industry in order to develop into smart decision makers as well as strategists.

Besides going for formal business programs, you can just start form gathering information within your own company. Keep a track of all the functions and internal communications taking place in disparate departments of the firm by going through the financial reports and budgets.

3.    Changing the outlook of leaders

Most business leaders are more focused towards upgrading organizational outcomes and perceive employee engagement and development as unnecessary activities and this is the viewpoint that has to be transformed by making them understand the relationship between employee motivation and business outcomes.

Supporting the employees in gathering new sets of skills and adding them into their kitty is a top responsibility of a modern HR professional.  

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