How to increase Employee Engagement through HR Advisory Services

Employees play an important role in the achievement of company. Success of both the goals and vision of the company often depends on the employee engagement. Leadership practices are utilized over the employees by the HR Advisory Services in order to increase dedication of the employees further. Organizational objectives are generally supported in the process.

Rigorous assessment is done by HR advisory services. Stakeholders can be included in to the periphery of assessment as well. Different kinds of tools and techniques can be utilized as well. Engaged workers can be differentiated from disinterested worker. Employee engagement is generally understood through their efforts within the company. Due to passion for the company, employee may do additional work. Innovation can be seen within the company. Business can be taken forward in the process.

Following steps are used to increase employee engagement

1.      By taking advice from the employee on important subject, it is possible to make the employee feel special. Internal communication must be improved within the company through various kinds of techniques and strategies. In order to create the strategy, requirement of HR advisory services can be observed. Skilled employee must be chosen for the process.

2.      Reason behind the negative feeling must be understood. By knowing about the action that has made the employee angry, you can create a solution. Confrontation within a company can be reduced through perfect utilization of these strategies.

3.      Unique pattern of the company must be analyzed for the creation of Employee Engagement strategy.

4.      True statement must be acknowledged to the employee in given occasion

5.     Leaders can be included in the solution making process to some extent. Employee must be encouraged to participate in the research.

Effective solutions are created after analyzing it for adequate amount of time.

Methods to implement Strategic HR through HR Advisory Services

HR advisory services must take adequate amount of time in order to understand about the organization’s strategy regarding diverse ranges of issues.  In case a fresh mission and vision is implemented within a company then it must be known by the human resource professional from advisory services.

Function of HR advisory services

Lots of activities are done by the professionals of the HR Advisory Services. It is possible to execute public relation through simple method such as t-shirt or coffee mug with the company’s logo on it. However, it may not be found effective after few months. Leadership may have implemented this plan without adequate strategy. Therefore, it is natural to find issues with the plan. Professionals from advisory services are capable enough to create strategic HR plan that can be executed easily. Extended impact of this plan can be observed as well. Credibility of the company is built in due course.

Strategic HR cannot be confused with the tactics as the impact of this strategy is more extensive. Managers are given the task to apply the strategy. Requirement of quality employee is seen with the implementation process. Strategies are broken down in to understandable language and termed as goals for better understanding. HR advisory services use their skills through different kinds of tools for strategic execution. Pessimistic thoughts behind the profession can be altered in due course.

Strategic HR to drive the employees to achieve the goal is also known as performance management system. HR is observed as strategic partner on the occasion.

Strategic HR

It is inconceivable to think of a successful organization without an effective Human Resource team in place. For any business entity to function smoothly, what it needs is a Human Resource team that can decision making in the realm of handling all the workforce related concerns. A strategic human resource team can help to align the business needs with the workforce and can ably deploy best practices ensuring operational harmony. Under the umbrella of HR Advisory Services, Strategic human resource covers the major share. The essential functions of a Strategic Human resource team are as follows:

1. Manage workforce performances: The most important function of Human resource is to ensure that operations are not hindered by any reason. To redress grievances and develop employee friendly solutions are intrinsic to any Strategic HR team.
2. Assess Modify or Create HR policies: It is essential that HR policies are in tune with the changing times in order to be relevant to the employees. In order to build trust among the workforce, a Strategic HR team develops HR policies in tandem with the employee culture.
3. Compensation analysis: A Strategic HR team determines the justified salary of top level executives by analyzing the business needs and using the salary bench marking technique. This compensation analysis aids a company to take right decisions when hiring top level executives.
4. Recruitment and Talent acquisition: To assist in the hiring process is one of the core functions of Human resources team. To get the right people for a form with the right attributes is a difficult task but a Strategic HR team is equipped with the right practices to do it effectively.

Business planning and capacity assessments: To understand the needs of an organization and plan for the requisites is the job of Strategic HR team. It also involves itself in regular capacity assessments among the workforce.

Employee Engagement

It is people who contribute immensely to an entity’s success and they constitute a resource that needs careful planning and effective management. Unlike other assets, Human resources need continuous motivation and hard work. This is where the role of employee engagement comes.

An engaged employee can simply be defined as a motivated employee who likes his work and participates actively in activities that further an organizations interest and progress. More and more organizations are taking note of this factor that can hold the key to achieving their strategic goals. So, let us explore the answers to the big question- what does it take to ensure Employee Engagement in an organization?

• Define culture: An organizations character is defined by its culture and its establishment comes from the higher management. They can lay the foundation of organizations culture by first determining the expected culture vis-à-vis organizational goals and then creating policies, guidelines and directives that make the desired culture a way of life for employees;

• Clear hierarchy & accountability: A well-defined hierarchy with clear cut responsibilities creates healthy atmosphere at work. There are no overlaps of functions and confusion on reporting thereby enhancing the sense of responsibility among all employees;

• Effective reward and recognition system: Create a transparent reward system that motivates employees to give their best to organization. All employees must be given a detailed familiarization of the appraisals and techniques of measuring performance along with career planning.

• Encourage team activities: It is extremely important for employees to have friendly and comfortable interactions at workplace with each other and their superiors. Informal gatherings, team lunches and outings can play a critical role in strengthening bonds among the team members.

Discuss goals: Clarity on organizations goals and linking every employee’s role to achieving it fosters a sense of importance as well as accountability among the workforce.

Cultural Assessment of a workplace

Culture of a workplace defines its character and principles on the basis of its workforce’s attitudes, ethics, traditions, beliefs and general atmosphere. It can act as a great motivator for employees to deliver their best. A healthy workplace culture is critical when rolling out and applying rules, regulations and policies that help an organisation to accelerate towards its goals and objectives. Workplace culture can also arrest attrition and lead to high work satisfaction for people. Many professional services are also available that can help an entity to assess its culture against its expectations.

Now that we know the importance of workplace culture, let us take a look at what Cultural Assessment covers under its wings:

·         Establishing expectations clearly

Management of an entity must set forth its expectations regarding workplace culture in a precise, concise and crisp manner. Expectations are established on norms like- level of formal tones in interactions between colleagues, managers and subordinates, ethical diversity of employee base and entity’s stand on it, gender specific and ethical policies and clear behavioral guidelines.

·         Real-time assessment of current culture

 This task can be accomplished by designing a structured audit. Such audits use tools like face to face interviews, questionnaires and quantitative data to determine the present culture of the organisation.

·         Arriving at the gap

 Ones the expectations are set and assessment of culture is done, an organisation would have a clear picture of what it lacks in terms of workplace culture vis-à-vis its objectives. In the light of facts and findings, new policies and guidelines to align the culture with goals can be formulated.

·         Induction

 To ensure the success of cultural assessment procedures, every organisation must take steps to familiarize their people with the need and importance of embracing the policies regarding the culture.

HR Advisory services

People make successful organisations that work together and bring out best results in line with an entity’s goals and ambitions. This is why Human Resources are considered to be strategic assets that need careful planning and management. Human resource management is no more limited to recruitment and right sizing; it is about taking care of your employees, assessing their needs and having solid policies and procedures in place to align them with a company’s objectives.

Many reputed HR advisory services assist organisations to effectively manage and develop their employees. The broad gamut of these advisory services spans across the following functions:

1.       Learning & Development: Designing workshops and training's that broaden the horizons of employees and motivate them to do better. These HR Advisory Services assess the learning needs and create programmes keeping these needs in view.

2.       Assessments and appraisals: Designing and executing appraisals of employees in their role is a key exercise that helps an organisation in identifying high performing individuals and teams. They can also serve as great motivating factor. Appraisals present valuable opportunity for both managers and subordinates to sit together and discuss their progress, career path and interests.

3.       Reward systems: HR advisory services can help in building an effective system of recognition and rewards in line with organisation’s expectations and limitations.

Strategic HR Partner: HR Advisory services provide professional assistance by identifying skill gaps, bench marking, restructuring, creating contingency plans and simplifying HR processes in line with an entity’s aim and vision.

Four ways to drive employee engagement by going digital

Organizations are driven by its people. Employee engagement features highly among the policies of most progressive organizations. In an increasingly digitized world of today, it is important that companies look for cues to keep people involved and engaged.

Studies indicate that Employee Engagement keeps people motivated, involves behavioral outcomes that finally lead to better performance.  

Creative ways of engaging the employee should involve the use of the digital space.

1. E-mailers: Email-connects that come from the topmost echelons of the company, describing the organizational hierarchy, detailing the company’s near-term and long-term goals etc, keep the employee informed about the company. These emails should also include a line or two about how the employee can contribute so that they know where they stand. Communication need not be just verbal, it can be digital.

 2. Presentations (PPT): When speaking about the company’s area of focus, policies, core values, use presentations that allow for better visualization and reading. These can later be sent out to them for individual reading.

3. Online tools and resource for learning: Using online tutorials, resources and feedback mechanisms to communicate the employees’ progress, provides the employee with a better digital experience.

4. Digitizing the reward and recognition program: Effective use of technology to reward performance. Maybe providing them with tools that will help make their work easier?

Dealing with globalization and recession has forced companies to re look at their Organizational Structure and Redesign their strategies however, wholesale redesigning is rare to come by.

But whenever it is done, it is important that the employees are kept in the loop so as not to feel left out.

Making changes to the organizational structure and redesign, it may work for small businesses; a large organization that has their employees spread over different geographies require a major overhaul and drilling down of the redesign through management policies to make it effective. Consider using the services of Creating Values that have expertise in this field.

HR Advisory Consultants Partners to the HR is Not a Replacement or a Threat

PROBLEM- You want a rapid growth for your organization by managing the entire business well, but you are not fully assured whether your current strategy is optimized for your success and you also need support for executing your strategy.

SOLUTION- In order to combat such obstacle, you need the help of HR Advisory Services where the HR adviser can provide assistance on strategic advice as well as tactical support that will help both the direct and indirect sales. The entire process of HR advisory consultancy builds upon the evaluation of your current business strategy and essential changes need to take for boost your business.

 Let’s have a look on the benefits of HR advisory service so that you can comprehend that this support system is not a replacement or the treat for the HR services in your organization, rather the simultaneous support from both sides can reach your company to the zenith position.

• ·         Review of organizational development
• ·         Evaluation of the human resource policies
• ·         Assessment of audits
• ·         Job designing in accordance with skill analysis
• ·         Effective review of the employees’ performances
• ·         Cultural Assessment of the employees for maintaining integrity of the organization
• ·         Management training including delivering constructive advice, handling complicated performers and interviewing effectively
• ·         On call HR advisory services for every HR field

Therefore, if you want to maximize the talent of your employees and set free the potentiality of your team, you need to contact an HR advisory firm that has an immense reputation in this field. One of the leading HR advisory services in India is Creating Values that has years of experience in providing solutions for sales and marketing ideas, market feasibility evaluation, decision support, backing for finding out new alliances, exploring the opportunities for channel sales, boosting cultural assessment of the employees etc.