Employee Relationship Management...

Employee Relationship Management Employees are the major assets of an organization. They are among the organization’s most important audiences with the potential to be its most effective ambassadors. It is essential that the employees perform together as a collective unit and contribute equally towards the realization of a common goal. Employees share a certain relationship with their colleagues at the workplace. The relationship which the employees can have can be between co-employees, supervisors, managers and higher management. It is important that the employees share a healthy relationship for delivering their best performances. Employees are the focal point of an organization during its journey towards success. If the employees work together and share a good relationship with management then the organization achieves its tasks and objectives much faster. Management of the employee relationship is both important and valuable for the organization in the achievement of the competitive advantage. It is necessary to have a strong relationship between employees as well as between employees and management since it leads to better organizational productivity and performance. Employee relationship management (ERM) is a term which refers to relationship development and management between the organizational management and the employees. There are a lot of different issues in ERM which can affect employee satisfaction and which has a direct result on employees’ productivity and overall corporate culture. ERM refers to managing the relation between the different employees of the organization. The relationship can be between employee and the management as well as between employees at the same level. It is nothing but a technique which brings employees and management together on a common platform and guides them so that the organization achieves the desired targets without fighting with each other. In a layman’s language, ERM is nothing but managing interaction...

Outsourcing – A Management Technique...

Outsourcing – A Management Technique   Outsourcing is a usual practice among different organizations and is a one of the element of the organizational strategy.  Most of the organizations these days outsource some of the functions they used to perform themselves. Outsourcing is when any operation or process that could be (or would usually be) performed in-house by the organizational employees is sub-contracted to another organization for a substantial period. The outsourced tasks can be performed on-site or off-site. By outsourcing, the organization uses third parties to perform noncore activities of the organization. Contracting third parties enables the organization to focus its efforts on its core competencies. Third parties that specialize in an activity are likely to be lower cost and more effective, given their focus and scale. Through outsourcing, the organization can access the state of the art in all of its operational activities without having to master each one internally. The concept of outsourcing came from the American terminology ‘outside resourcing’, meaning to get resources from the outside. The term was later used in the economic terminology to indicate the use of external sources by an organization for some of the activities in its functioning. As per James Brian Quinn of The Outsourcing Institute, outsourcing started with organizations outsourcing physical parts. Now the big shift has been to outsource intellectually based service activities like research, product development, logistics, human relations, accounting, legal work, marketing, logistics, and market research. If an organization is not best-in- world in doing something and is doing it in-house, then it is giving up the competitive edge. In such a case the organization can outsource to the best in the world, up the value, and lower the cost. There are three major categories of motivations for outsourcing namely...

Development of Talent in the Organization...

Development of Talent in the Organization Building of the bench strength for the future is something which no organization can afford to ignore. With the competition steadily increasing and the present trends indicating that the talent pool is going to decrease, no organization can afford to ignore the identification and development of the talent of their employees. Given the ease with which business models can be copied, it is only the people of the organization along with their ability to learn and lead are the only sustainable source of competitive advantage for the organization. Talent development focuses on the planning, selection and implementation of development strategies for the organizational employees to ensure that the organization has both the current and future supply of talented employees to meet its strategic objectives and that development activities are aligned with organizational talent management processes. The organization which desires to sustain its success must have the best talented employees in order to succeed in the hypercompetitive and increasingly complex present day economy. Along with the understanding of the need to hire, develop, and retain talented people, the organization is to be aware that it must manage talent as a critical resource to achieve the best possible results. For managing talent The organization is to develop the capabilities of employees, nurture their careers, and manage the performance of individuals and teams. Organizational restructuring, globalization and competition highlight the need for both the organization and individual employees to be focused on investment in learning. Organizational talent development process almost invariably focuses on organizational needs and is an investment for meeting these needs. Organizational driven talent development focuses on a multiplicity of organizational needs such as succession planning, the achievement of business strategy, and the enhancement of leadership bench strength and...

People Strategy for Excellence...

People Strategy for Excellence An organization is as good as the people who work in it. The continual success journey of the organization depends on the expertise, talent, interpersonal skills, and proactivity of its people. People are the lifeline of the organization. People strategy plays a very important role for the organization in its path  for achieving excellence. People are always necessary to the organization since they provide inspiration, creativity, vision and motivation that keeps the organization alive. They provide the skills and competencies necessary to make an organization work. And above all they provide the labour for the production of the goods and services that the organization supplies to its customers. People are a major and often the most important resource that the organization has. People and the intelligent use of their knowledge are the major determinants for the success for the  organization. The organization aiming for success through excellence develops and implements  its people strategy in a manner to attract, retain and fully engage its people and to ensure that they are empowered. Right type of people strategies are needed for making people of the organization to appreciate and to rely on each other for becoming ‘active citizens’ of the organization. With proper people strategies, people become committed to high performance and continuous improvement. They operate with high efficiency and with principles of fairness and integrity all the time.  They have opportunities to grow. They feel cared for since their efforts are recognized and appreciated. They feel proud of the organization they work in, the products and services they deliver and that they are making a positive contribution to the environment around them. Proper people strategies focus on the right combination and type of people and the level of performance required to...

Succession Planning

Succession Planning  In the present day highly competitive environment, the most important asset for an organization is its manpower which is a major factor in differentiating a highly successful organization from an organization which is struggling. Successful organization uses succession planning to develop and maintain strong leadership in all the critical positions and to ensure that this leadership has all the skills and competencies needed for the success of the organization in the environment under which it operates. An organization cannot have strong and capable employees in every critical position by concentrating its efforts only on recruitment and training. For this a systematic approach to succession planning is needed. Succession planning is perhaps a necessary component of the management efforts in building the organization and it helps tremendously the organization in achieving its strategic goals. Unfortunately, planning for succession is often overlooked or occurs when it is too late i.e. after key people have left the organization and there are no right internal candidates to fill the key positions. However If the organization executes succession planning in a right way then it fully prepares the identified personnel to step into positions left vacant because of retirement and general attrition. The primary task of succession planning is to plan a sequence of personnel moves so that candidates for key positions are known in advance of actual need. This prior identification permits opportunities for mentoring and developmental activities to improve a person’s readiness to succeed to specific positions. It also provides concrete decision making information necessary to minimize the chance of poor selections or the adverse impacts of unforeseen vacancies that can disrupt the continuity of proper management of the operations in the organization. Succession planning is a process whereby an organization ensures that employees are...