Recently i seen above words in one hoarding in the way to HITECH City,Hyderabad.This made me think what really make an employee to come back to work on Monday as an Happy and engaged employee. Here i would like to mention what i mean by Engaged-for me who is engaged to the Organisation is emotionally and intellectually attached to the Company and its Growth and more precise who invest continuously on his/her personal development which in turn will contribute to the organization.
Just coming on Monday morning as duty dont make great difference.But Organisations also have to invest lot of efforts for this Monday effect.The Investment will be
* Investment in Organisation Design and Job Design
Organisationa Desizn
* Organisation Design have to take care in the concern of clarity in the reporting
Structures-Whom he/she reporting-Functionally or Administratively
* Organisation Design have to take care of Span of Control-Min and Max reportees
* Orgainsation Design have to take care of the puprpose of Reporting-I mean what
context Reporting Manager will guide and gepl his Team to achive Goals
Job Design-This can be views different point of views like
Employee,Reporting Manager,Organisation Goals and Culture
* For an Employee point of view Vriety of Skill Sets,Control over work,Relative value
of that kind of role in the Organisation,Challenging tasks,Career Progression for this kind roles and
Market value for the Skills job Demanding-but all these also have relative
point.Sometimes in my career i seen different kind of employee who are very
comfortable to work in very limited Skill sets or very routine work,limited control
over his work.What i feel Individual Orientatons towrads career make a lot of
Contribution to the Job Design.
* For an Reporting Manager point of view Job Design have to be simple to
monitor,Quantifible tasks and Obersvable quality contributions,Significant Value
Contribution in the Team Members Performance
* For an Organisation point of view its very critical because this is foundation for the
Organisation Performance.The organisation have to see in the way requirment for the
Skill variety,employee efforts in the work completion ( i mean Man Vs Mechine
Contribution in the Work delivery ).employee motivation effects and reuirement of
Creativity and Innovation contributions required by the employee for Organisation
Performance
Investment in Recrruitment in Selection
* Recruitment channels have to generate the right kind of poole whom we can select for the employment.Recruitment Communication should clearly spell about Organisation Vision and the Job Spesification and Career Progression in the Organisation for this particular job.In the same time we better communicate for any limitation in the Job
* Selection-This is very critical stage.We have to understand the significant importance of Person -Organisation fitment besides Person - Job fitment.I feel HR person in the selection panel plays major role.For this he have understand Organisation Culture and sub culture factors in the Department/Unit the candidate job is places and Organisation Life Cycle.What i mean if incase Organisation in the stabalising Phase not much into Growth phase,if the candidate is vary ambitious and agressive,may be organisation mighe be not in a position to give opportinity for the growth the candidate is expecting.Another important factor all Members of Selection Board have to be trained in Selection Selection,that will increase the fitment ratio.
Induction and on the Job Training
* Induction plays major role in the employees first impression .HR have to play vital role in giving information on Orgainisational Plocies and little insight in Organisational Values and Culture.In the same time its a good practise the employee will be given an Orientation of all other functions in the Organisation
* Through On the Job Training,the employee feel ease to get in to Job and deliver reults
Performance Management System
* The Performance Management system in the Orginsation should
* Very Simple and Clear to all the Members
* It have to be transperent
* Its always good practice PMS will built on Quantitative Measurments
* Clearly have to spell whats your expectations in the contect of performance and
can be expected Reward System
*Another major point is Appraisal Education.
