innovativepeoplerecognition

People management has the most power and potential to impact an organization's future when it drives bifurcated strategy--strategic and operational aspects of changes.

People are a complex asset; you need to understand them thoroughly. People management should determine its orientation more specifically in the forthcoming era with knowledge abundance. In the organization setting, the human being needs to be enthused to participate and achieve goals courageously.

Management cannot afford to stay aloof in such a fast-changing pace of the trends for building a people-centric organization. If the business has to remain always relevant, it has to keep pace with changing knowledge, changing trends, changing approaches to integrate the multitude of management approaches to improve organizational effectiveness and maturity.

Reengaging the workforce: In face of fierce competitions and frequent disruptions, the ability to anticipate talent for current and future needs is a critical capability for any organization. Do not treat people as human resource only, but as human capital which includes all the talent, competencies, and experience of employees and managers. Contemporary organizations have adapted to the changing workforce in the changing workplace and added additional best of breed talent and engagement systems to their existing core. There is nothing scary about the evolving trends in any field of knowledge. The newer thoughts, newer trends, newer knowledge are all that captivates learners with new curiosities to learn and quickly absorb and adopt.

Forethoughtful companies continuously invest in their people, helps to develop the team’s skills and professionally competency (technical, professional, and leadership). This “continuous capability development” approach makes them more innovative, responsive, and agile as their markets change. The new technologies enable cross-boundary collaboration that drives the democratization of work. Instead of relying on solutions dictated from the top of the organization, organizations will be populated with knowledge professionals who harness social media to create solutions in conjunction with each other, thereby radically disrupting organizational structures, hierarchy, and positions. The goals is to reengage workforce, overcome culture inertia and lead change smoothly.

Reinventing career upcycle continuum: To survive in the “VUCA’ new normal with the abundance of information and shortened knowledge cycle; and thrive in the upcoming creative economy, it is a strategic imperative to develop alternative talent pipelines and hunt for the right mindsets and dynamic capability for making smart investments. It is important to not train your people with a "one-size fits all" program but to understand your people to be "who they are," develop them, grow them, encourage them to innovate, and well-align their career goals with strategic business goals to achieve business prosperity.

The multi-faceted people management needs to design personalized solutions for helping their people grow and reinventing the career upcycle continuum. Employees who believe their employers make effective use of their talent and abilities appear to be overwhelmingly committed to staying on. In practice, people management needs to take a logical scenario by:

-Creating a clear vision and path for performance management and potentiality investment.

-Engaging workforce planning, deployment, and development based on performance both qualitatively and quantitatively.

-Doing workforce analysis to drive collaborative innovation by adjusting to the needs of the changes necessitated with the evolving new thinking and trends.

-Focus on talent empowerment by providing personalized talent management solutions.

Recognition and rewards: People management has the most power and potential to impact an organization's future when it drives bifurcated strategy--strategic and operational aspects of changes. It’s crucial to establish a set of principles about people's recognition and rewards. Reward creativity, not mediocrity; reward root cause discovery rather than symptom fixing; reward learning agility, not stagnation, etc. Top performers are looking for growth, recognition, career opportunities, and learning.

While compensation and benefits are important, they are only the foundation. Building a sense of purpose and mission, developing a strong corporate brand to attract top talent. Organizations should continuously monitor employee engagement through social communication channels with people at all levels. Business leaders and talent managers are obviously aware that a quantitative measure would not be a perfect solution, but the importance of creativity for organizations is well-known, it’s important to find an adequate way of assessing the “creative workplace,” appropriately. This, in turn, is a motivating factor for their staff engagement, output capacity improvement, and it needs to be a reality in any forward-thinking and innovation-seeking organizations around the world.

To compete, businesses rely so much on their human assets or human capital, to reach their goals and succeed. It is an investment that is needed in order to achieve the business goal and build a competitive advantage. Companies which outperform their competitors have a solid workforce with deeper skills, a stronger learning culture, and a wise investment in leadership as well as a set of principles and practices to orchestrate leapfrog changes.

Posted in: Talent Master