“The journey of a thousand miles begins with one step”.-Lao Tzu
Sometimes the hardest part is just starting a task.
Today businesses are always seeking a competitive advantage to progress and adjust to the rapidly changing times. While this can
be helpful in the short run, this can lead executives to cut corners in areas that are vital for their growth, thus compromising their road to excellence. For example, in recent years many businesses have cut recruiting budgets or employee training programs because of the associated cost, thus inhibiting employee development.
Cutting corners related to employee development will ultimately lead businesses to lose what Ed Michael and company describe in their book, “The War for Talent.” The war for talent is described as an important area of businesses development regarding employee recruiting, selection, and employee retention. The authors of “The War for Talent” herald the competitive nature of recruiting, selection, and employee retention as the most important facet for business development and progression. Their book supports this belief with various testimonies from business leaders and analysts who stress the importance of building a talented team of employees.
John Chamber’s, Cisco’s CEO, startling testimony that “a world-class engineer with 5 peers can out produce 200 regular engineers” provides a specific example of the importance for having extremely qualified employees. Building a company strategy centered upon attracting, developing, and retaining top talented employees should be a major imperative for numerous companies, but frequently businesses struggle in creating and enacting a plan that accomplishes this. Thankfully in “The War for Talent” our authors provide 5 steps to be victorious. Continue reading
Businesses are always seeking a leg up or any type of advantage to create a more engaging and healthy workplace environment for their employees. This is because companies and individuals desire to be the best they can be so that they can thrive in this cut throat world. This is why it can be very distracting when numerous ideas, concepts, and theories arise regarding which management strategy is the most effective. This distraction frequently causes managers to struggle to see the serious issues plaguing their internal and external associates, thus inhibiting their potential.
This is why it was groundbreaking in the late 80s and early 90s, when Organizational Psychology Researchers realized that the variable of Employee Engagement was heavily correlated with successful organizations. The realization that companies with highly engaged employees garner more success than those companies with high numbers of employees with low levels of engagement, along with the startling statistic that nearly 70% of companies employees are listed as not being actively engaged, sparked a massive interest in researching employee engagement. The findings from this research served as the catalyst for many companies shifting from maximizing financial capital and focusing on maximizing human capital because the true potential of any company lies in-between the ears of their employees. However, with many companies understanding how to create a more engaging environment for their employees is very difficult because they don’t really comprehend where they stand before attempting to implement improvements.
That is why to address this deficit, HRO Partners is introducing a unique suite of surveying services into our already robust Human Resources consulting options. This includes an array of customizable surveys measuring variables that are vital to your organization -such as Workplace Performance, Employee Engagement, Customer and Employee Satisfaction, Compensation Analysis, and even customizable surveys to suit the specific needs of your business. At HRO Partners we have the tools and insight to measure, understand, control, and improve the quality of your business. Here we are ready to share with you our powerful, simple HR solutions.
For more information visit our website at www.hro-partners.com, email us at email@example.com, or call us at 901-737-0123.
In this highly competitive age we live in, organizations are continuously attempting to garner a significant edge and create engaging environments for their employees. This is because an engaged employee is much more productive and valuable to an organization than one who is not. For example, Zappos is a organization that is linked with having significantly engaged employees largely in part to their company culture stressing community, creativity, and innovation. The strength of their culture has been cited as one reasons for their high levels of performance and retention because their employees feel connected to Zappos.
Companies should all strive to manifest a similar type of culture that is naturally engaging for their employees. This is because employee engagement is highly correlated with higher levels of employee retention, performance, customer satisfaction, and commitment to their work and it has also been reported that over 70% of employees are listed as not being actively engaged. But it is still a very difficult task to change an organization’s culture because many companies don’t understand where their employees stand on a level of engagement.
That is why here at HRO Partners we are excited to announce that we are implementing an employee engagement survey into our new surveying service. We hope to expand upon our already robust consulting solutions by quantifying the results of our employee engagement survey. We here at HRO Partners can make specific and customized consulting strategies for your companies future growth and expansion.
Hope you have an engaging day!