Hiring competent people, and training them: Despite the fact that the employees hired are believed to have the required knowledge to deliver, Enaxis Consultant provided training to ensure worker have a full understanding of the duties they are going to partake. This idea not only makes the employee reliable but also boost his/her confidence while doing his job because of the understanding of the work. The company also gives room for initiative-talks, give room for sharing ideas and encourage entrepreneurship. 3. Making the company a fun place to be: Enaxis Consulting believes that employees are the greatest resources to excel in business.
It is very important for any corporation embracing the GGOL program to design steps that would ensure it is implemented successfully. The first phase would be creating a sense of urgency for change among the workers and the managers. The idea of transformation would be instilled in the directors then the rest of the employees. The change can only be brought by engaging the staff in an open conversation. Each section, the managerial and employees, would be enlightened on the need for the change.
Leader-member exchange highly improves job quality and fulfilment and aids in demonstrating OCB. For firms to be able to incorporate the OCB, they have to hire people who have conscientiousness traits as they demonstrate OCB behaviour which often results in progression within an organization in special offers and job satisfaction. The workers in return gain respect and recognition for their work from the management which increases motivation and further inspire to adopt OCB. Employees with conscientiousness traits have great LMX quality relationships with their superiors. This leads to high levels of job satisfaction from implementing OCB giving them more responsibility and freedom and present constantly new opportunities for them.
Development activities, empowerment, training and energetic participation to decision making process are the examples of human resources management (HRM) practices, all of these can assist employees’ to creative innovative ideas and let them active in innovation process. Job identification, participation to decision making, job analysis, performance evaluation, training-development and career management are the positive and strong relationship for innovation and HRM practices on strategic planning process. In order to achieve organizational innovation, human capital development helps the organization to develop organizational skills and perform well in critical operations. (Taheri and Marjani, 2015). So, function or human capital
to understand us what makes a good team effort should be made to help groups of individuals to work together as a team communication Communication is the most essential effectiveness. If the expectations and objectives are not clearly communicated to members of the group, then they will be uncertain about how they will manage. Disclosure of ideas One of the positive aspects of a group is that everyone can bring new ideas. Companies use teamwork in order to reduce the pressure on the individual and work to spread the weight of the other individuals. In some departments even contest between groups bring very positive results, and also strengthens the links between members of the
For example, maintaining good employee relations is vital for every organization. Google is relatively concern on establishing and maintaining good employee relations due to Google believe that it is the main element to have a good organization culture as well as a positive workplace condition. Thus, Google is putting many effort on that. Employees is one of the stakeholder which have the direct relationship with organization. Internal employee relations comprise the human resources management activities associated with the movement of employees within the organization.
When number of vacancies are available to be filled in the organization, the employers’ job is to fill them with the best candidates from the pool of qualified applicants applying for the job. For any organization, the most critical thing while recruiting employees is to consider whether to recruit internally or externally is the cost effectiveness and profitability approach. However, internal recruitment is very crucial for organizations if the goals of organisations are to be productive and more profitable in a long run. Practically, internal recruitment provides meaningful purpose to organizations, with the help of this, organizations are meant to be more focused on promoting and enhancing their internal talent through providing them better
This motivates them to keep learning without having to worry about their financial status. Google. Inc does not only train employees with new skills of work, they have tons of training classes which include professional development, personal development etc. As it develops Google’s employee's personality, the employees will feel more confident now in many ways, for ex they will be able to talk to their clients more confidently now and this a very big motivating factor for
Coaching leaders encourage subordinates to set long-term development objectives and help subordinates create a plan for reaching those objectives. Such leaders provide excessive feedback and give plentiful instruction. Also, they delegate some challenging assignments to the employees even when they know that it will take much more time to complete this assignment by that employee, coaching leaders accept short-time failure in case if subordinate will provide long-term learning. This style improves the climate in the team and its performance. Constant dialogue between leader and follower improves every driver of climate, for instance, flexibility increases since employee know exactly what leader need from him or her and watches every step of the employee.
Effective communication among employees rise up productivity and moderate errors, it makes an operation to run smoothly and profitable. Employees value good channel of communication from the management because it builds a beneficial work environment. Inadequate communication in a work place can lead to frustration and confusion in the work environment. Tesco usually go through 1 to 1 discussions with managers through the company database system or newsletters. Daily team meeting is also prepared to update the staff on the present conditions of the day and also give out value awards from any member of staff as a form of praising achievement.