HR is becoming increasingly diversified for a singular entity in an organization, especially for smaller businesses where the HR personnel have to oversee the overall functioning and operations of a department. As the growth of an organization leads to more departments and specialized operations, the role of HR personnel can be more clearly defined. However, recruiting, training, managing and retaining the current and all future staff of your company depends on how efficiently your HR departments works.
Retaining an employee is not just about the remunerations and appraisals as many seem to think, but it can be directly attributed to the employee satisfaction and the learning as well as developmental opportunities that help him grow as a professional, helping him achieve his goals and career milestones. HR personnel have the task to study the recent workplace researches and changes in workplace solutions that can help them manage employees in such a way that produces a workforce that is highly motivated, engaged and satisfied.
You might think that employee retention is not much of a concern, but most HR management programs and systems are dedicated to finding ways to shift the behavior of employees who are looking to jump the ship at the drop of the hat. Most HR personnel rely on career discussion, training and development initiatives and other innovative programs such as automated payroll generation and time and attendance software to reduce workload for the employees. However, career discussions and coaching can be instrumental in retaining employees.
Defining the Strengths and Skills of an Employee
Companies use the assessment tools to identify what their employees are especially good at. Training and development takes care of the rest of it. The assessment tools and career coaching can help the employees assess their current abilities and performance and help them set benchmarks and career milestones for the future. Most common assessment tools are performance appraisals, 360-degree reviews, personality tests, skill profiling assessment and self-assessments. The emphasis should be put on defining opportunities that can improve their contributions in their current role and prepare them to move forward and higher up in the hierarchy of the organization.
Evaluation of Developmental Objectives
HR manger should focus on discussing and prioritizing the skills evaluation by comparing them to the defined career developmental goals. They can help them monitor the progress of an employee and HR management tools can help track the development of an employee. An employee can have a better grasp on their career, work-life goals, and developmental opportunities to formulate a longer and stronger relationship with the organization and a defined long-term career path.
Identification of Developmental Opportunities
In order to create an actionable timeline for an employee’s development, HR must work diligently to evaluate their goals and where they see themselves after a few years. Prioritizing the definition of the skills gap is needed to achieve those goals and this will become much clearer when employees will be able to identify better solution for filling those gaps, such as rotation programs, training, coaching and mentoring. Employees will be able to focus on their weaker areas and focus their energies on gaining workplace experiences that border on formal training and experimental learning opportunity.