A proper organisational structure states clearly the job of each working person, their role and importance in the organization, giving them a sense of recognition and belonging in the organization. It may improve their work performance and bring out the creative initiative side of an employee. Every organization has a goal, to achieve the purpose, it must have a well-defined structure. Otherwise, the quest for goal completion may end up in havoc. A functional organizational structure acts as a backbone to the organization. It decides the role of each employee, the protocol of communication amidst various sides of the organization. It recognises the decision-makers, the workflow of the organization and defines the protocols to follow to achieve the goal efficiently, ethically, and as quickly as possible, optimising the use of every resource on deck. The absence of a structure can lead to the demise of an organization as it collapses upon its lack of work ethic. A functional organizational structure does indeed ensure better management and working of an organization.
Need For Employee Relations
To retain the talented workforce, HR must put positive employee experience at the top of their priority list. The businesses around the world are known for their casual environment that allows for a perfect balance of work and leisurely activities for their employees. Individual companies offer benefits and perks that are unavailable to other companies. The traditional formal workplace environment is being ditched for a more open and relaxed workplace, which improves employer-employee relations.
While hiring employees to make sure that you fulfill the legal requirements to protect the business and employees, the legal needs may be the compensation for the employees, the directors, and officers and general liability insurance, etc. Please take note of the current employee’s strengths and weaknesses and make a list of them. Make it a point that the employees overcome the weakness, and the one with the strengths adding to the firm’s benefits must be given a performance appraisal or be promoted. When the business grows, it’s better to give the current employees with the required skills to assume new posts rather than hiring new ones. While most of us find suitable work in a firm, some of them just sit for the work duration at their respective desks doing nothing. It is said that 33% of the workforce in the United States is only engaged in a job while the remaining only know what they do. Having a highly-skilled workforce isn’t the only thing to focus on but also to enhance this skillset so that the employee develops themselves as well as help the business flourish in a given direction.
Gap Analysis helps one to understand what resources you have now and what resources you will need in the future with the flourishment and growth of the business. This will help the HR understand where the business is falling short of and what can be done to come out of this. Performance Management. Every business has a goal. So if you need to achieve the set goal, you need to track the system in place. Without a performance management system put in action, neither the employees get to know their success towards achieving an individual goal, nor would the management get to know where they stand in terms of reaching the set goal.
These are just a few of the things that a normal HR of today’s world works on and stays put in his/her chair, chalking out various ideas meant to address the interests of both the business and the employees. The HR, while hiring, must brief the employee regarding the incentives and other benefits that he or she is entitled to. There are a few games in the office where it’s a healthy competition between the peers, and these aren’t games to just play but an arena for the HR to look out for the different qualities amongst the employees to fulfill the gap analysis process and also keep the employees engaged. Goals must be made visible in the working area and also let the employees work towards it creatively. Each employee is like a soldier while the HR is a commander. Having an employee-friendly environment is a necessity for today’s generation to keep them entertained and focused on the assignment. Exploiting the employee’s skillset in a wonderful and rewarding way is something an HR should be keen on. May be after reading this, a lot of the people going to the office just to heat the seats start working creatively or in a better manner to just to be in the good eyes of the HR to get a promotion.
The hiring process of the companies must adapt to target this age range better. The main arena for hiring young talents is social media, and the business world has utilized that exceedingly well. Internships for such companies are being advertised around social media channels, which is attracting talented college students. To attract talented website developers, business organizations regularly host “live hackathons”, where interested coders meet at a place and give trials for job positions.
Traditionally, companies used to do development programs and training sessions to improve the capabilities of their employees. However, new HR personnel is opting to hire SMEs (Subject Matter Experts) to do skill and aptitude training programs for their employees. These SME interactive sessions are a relatively cheaper and better approach that opens new horizons to the employees and help them master different skills and push their aptitude limits higher. Furthermore, when a company invests time and money in developing the skills of an employee, he/she grows more loyal to the company, and this helps in talent retention. As we can see, the HR personnel of a company function very differently than other HR personnel. They have their own unique set of problems and similarly unique solutions to those problems. As the business continues to grow, its dependency on its HR personnel will grow as well, which will shape the future of such companies as a profitable industry.