Workforce Management Policies to Keep Skilled People
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You might be able to attract people with high value skills through a
well-presented ad. However, to keep them with you, your organization must have
put in place workforce management policies that make these people want to
continue with the organization.
The policies must fit in with the organization and the place where it is
located. If the policies are incompatible with the existing organization and
place, they are likely to remain just book policies that will not be implemented
in their true spirit.
We look at some standard workforce management policies that can create an
environment that make people want to remain with you.
Organizational Culture: We mentioned how the organizational
environment affects the policies that can be implemented in their true spirit in
an organization. You could consider creating an environment that would
facilitate the development of your workforce into a cohesive team of achievers.
Basically, what you try to do is to create an organizational culture where
people tend to help each other rather than blame or hinder each other.
Induction Training: Help new employees to quickly become a productive
member of your team through an effective induction process. Introduce them to
other team members and help them absorb your organizational culture, and to
become familiar with the ways of working in your organization.
Clear Goals and Roles: Develop job descriptions that indicate clearly
what team role each employee should seek to play, and what goals the person
should seek to achieve.
Goals Aligned to Higher Level Goals: Carefully align employee goals
with the team goals, which are aligned with successively higher level goals
culminating in overall company goals. That way, the employee would find it easy
to contribute in a meaningful manner, and be rewarded accordingly.
Work Environment: Arrange workstations, facilities and tools that help
employees perform without undue stress. Uncomfortable workstations, high noise
levels, having to find needed tools yourself, and so on are stressful and make
employees look for better places to work in.
Credible Performance Measurement and Reward Structure: One of the best
motivating factors is being recognized and rewarded for good performance. The
performance must be measured in a way that the employee can understand clearly.
Good performance, which can also be measured in terms of contribution to team
effectiveness, should be rewarded consistently and without discrimination.
Skills and Career Development Options: Each employee should be able to
develop his or her skill, and a career development path should be open for his
or her progress in the organization. A certification program can add to the
attractiveness.
An Effective Mentoring Program: A mentoring program that helps each
employee achieve personal and company objectives should supplement the above.
The mentor would try to help the employee meet company expectations in a way
that also meets personal expectations.
Conclusion
Carefully developed workforce management policies that would fit in with the
organization and the place where it is located could pay high dividends. Your
organization would then find it easier to attract the right kind of people, with
the right skill set that you need. More importantly, you would find it possible
to retain these skilled employees in your organization.
We looked at standard workforce management policies that can help you develop
a highly motivated workforce in your organization.
About the Author
Lucy Caudle, Marketing at SMART, writes about the benefits of
Workforce-Management-Policies.
Follow us @Scopulus_News
Article Published/Sorted/Amended on Scopulus 2008-01-02 20:11:30 in Employee Articles
