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Friday, November 19, 2010

WORKFORCE PLANNING, THE NEED OF THE HOUR
A quality and motivated workforce always gives results beyond expectations.
            With markets and industries growing at a fast pace, matching this growth with productivity has never been more pronounced. In the back drop of increasing level of globalization and improved access to resources to all, it would not be wrong to conclude that it is the quality of people and workforce that define an organization. Today, motivating employees to achieve and realize their best has become imperative for any organization’s growth.
            “Needless to say, our growth is contingent on developing, growing and honing talent of our workforce and encouraging them to perform better. The easiest way to do so is through motivation. As the workplace and employer-employee relationship continue to evolve and reach newer heights , retaining talent and ensuring efficiency are not only significant, but also achievable,” says Anshoo Gaur, GM and Head, Amdocs India.
            “It has been observed that many organizations keep hiring resources but the productivity level per employee is less than 50 %, which actually increases the size of an organization, but not the business or revenue.  A quality and motivated workforce always gives results beyond expectations,” notes Sunil Goel, Director, Global Haunt, an executive search firm.
            While making employees with different capabilities and age profiles work together as a team is what H R Departments of several organizations have been successful in achieving, the mode deployed to do so must be in accordance with the employee profile. “Updating employees on latest happenings makes them feel a part of the organization and motivates them to give in their best.  Employees spend substantial hours a day at the work place and hence, there is huge scope to effectively deploy communication tools for motivation that are in accordance with an employee’s profile, aspirations, likes and preferences. For instance, Gen-Y employees would appreciate social  media, blogs, SMS updates , much more than a coffee table book on a work related subject that could occupy space on a desk in a senior official’s cabin,” adds Gaur.
            IBM is leveraging a wide range of technology tools to connect and engage with its vast and geographically dispersed workforce. These tools help employees establish a distinct identity for themselves. They have been taking the concept of social networking and applying it within the IBM firewalls to enable collaboration and innovation.
            A motivated, mutigenerational workforce is a phenomenal asset to a company, especially when each member of a team recognizes that they have unique and valuable perspectives that together can help solve business issues. For example, younger team members can bring a fresh approach to solving a business issue, while the more experienced team members can provide their knowledge on ways to transform a good idea into an actionable business plan that will meet the team’s objectives.
( Source: The Times of India, Bhubaneswar Date. 17.11.2010 )
Dear Comrades,
If you have read the above article carefully , now you may  ask yourself :
1.    Are the employees in the organization you work really motivated to achieve and realize their best or discouraged to lose their creativity through repeated adverse remarks irrespective of the work done to their capacity?
2.    Does your employer develop and grow the talent of the workforce and encourage them to perform better or strangle the same with bureaucratic ego?
3.    Does the employer-employee relationship in your organization continue to evolve and reach newer heights retaining talent and ensuring efficiency or discontinue and becomes zero / negative throwing away the talents creating compelling situations to leave the organization?
4.    Is your employer  proud of the size of your organization or of the business and revenue collected beyond expectations through a quality and motivated workforce ?
5.    Does your employer do anything for retaining such talent and ensuring efficiency or  go by the face value of an undeserving one  ignoring the talent ?
6.    Does the employees with different capabilities and age profiles in your organization work together as a team ?
7.    Recognizing  that you  have unique and valuable perspectives  that together can help solve organizational  issues, are you motivated to feel yourself a part of the organization or quite de-motivated to keep yourself aloof from the organizational activities remaining silent always?
8.    Does your employer feel the need of the hour?
Please guess your employer, rise to the occasion  and save your organization.
Hope, you must reply on your organization and the employer-employee relationship you have.

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