Best Employee Award

Best employee award is good to motivate staff. But most importantly it must be delivered on time. Employers normally wait until it's too late simply to get top mgmt attendance, however the "feel" might not be there if it's too late. Staff might fell tht the employers are not serious. They want to see honesty and the employer must also be sincere to honour the staff.
In time delivery of the award is the best, no matter wht the prize is.

HR Transformation

Wht do you want to transform in HR? Does HR need to be transformed? Surely yes. HR need to embark more on self-service, provide more online apps for staff and empower the managers. HR can contribute in the cost saving & efficiency initiatives by promoting those plans. Of course you need to identify the processes involved, invest in the online apps and communicate. Non-value add processes shd be made online & processes oriented activities can be empowered to line managers. If these are done, HR can focus on activities tht requires human touch & wht machine or computers cannot do.

Cost savings

Nowadays HR has to do a lot of thgs beyond HR roles. Tht's the sign of how important HR is in an organization. Finance may be can cut cost & busget but how to convince staff to participate? HR needs to do subtle. communications with the staff to persuade them to join the initiatives. The best if the ideas come from the staff. They will be more committed to implement the initiatives if those are their own ideas. it also means tht they are ready to implement the initiatives willingly. The communication must also explain the cause & effect so tht everybody understands well. Any communication must not be a force, it must come from the heart... Sounds easy but hard to do...

Why makes easy thg so difficult?

Ppl like to design & develop processes. Processes are good. They make everyone in order, direct ppl to the right path etc. But why make it so diff? In HR, ppl don't wanna wait. When designing HR processes, keep it simple, straight to the point & the only thg to make sure is tht it must follow the law of the land. Tht's all. HR must be customer focus. Wht customers want is HR job to deliver. Ppl appreciate simplicity & efficiency. So pls consider ths when you design any HR processes.

Complacency

Nowadays people do not work for loyalty anymore. If you treat them well, they will stay. Even so, of they get better offer outside, they will jump. There is no loyalty anymore, not like when we were influenced by Japanese and British long long time ago. Even Japanese companies do not value loyalty anymore. But do you engage people? Even though nowadays employees do not stay for a very long with one company, but when they are working, they are engaged with the company. Some people say that employees who job hops are more loyal than wh stays. Why? Because they really work when they are on board. They work fast, do not mind to change and they deliver as per their KPIs. But employees who stay with a company for a long time would feel complacent and relax. They know all the tricks and they normally do not prefer any change in the organization. Is tht true? There are some truth in the statement. Not all but there are some employees who would do tht. It's hard to change them because they claim tht as their territory. Only when thgs get worst then they will be panic. Hope it is not too late when tht happen...

Employee Engagement

One of my GMs mentioned just now tht wht we did now individually as an employee would determine the survival of the company for the nxt 20 yrs. His father worked for the company. His grandfather also was an employee of the company years ago. We have 3 generations and the GM is the 3rd generation who works for the company. I can understand the sentimental value when he said tht. He's talking about loyalty and working with the same company from generation to generation.

How do we engage our employee? How do we get them to be loyal to us? (1) Leaders must set examples first for others to follow. If you want to introduce cost cutting, cut your own budget first. Reduce some personal expenses tht's claimable to the company. Reduce some benefits tht you have been enjoying when there is no cost cutting initiatives in place. 2) communicate with honesty to the employees. Make known wht is happening, wht shd be done, wht has been done etc.

Employees must believe and they must see for themselves all initiatives taken by the management. They must appreciate the situation before they decide to get involve, be engaged. And the key work is honesty and leadership examples. Don't just say it, do it...

Talent selection

Talent is critically important in a growing company. It's more critical to select the right talent so tht investment made on these selected employees are worthwhile. How to select the right talent then? A talent must meet the company's culture & behaviour. These are the utmost important criterion. If they don't fit to to culture, others will not be able accept them, and they somehow will leave the company eventually. Talents must also qualify top & consistant performance throughout. They must be able to perform wherever they are. They must always stand out as compared to others. And finally they must have the leadership quality & potential to grow. You don't want to develop a person with high performance & perfectly culture fit within an organization but he or she is without potential to be developed as a leader, do you? Because a staff with that criterion is good at wht he or she is doing. If you move him or her up, she'lll fail miserably. For instant, a good salesman does not mean he or she can be a good sales manager. The first job requires skill, and the second requires leadership competencies. Both are human relation skill but woth different focus. One with the ability to negotiate & convince others and the other is managing other humanbeeing within your organization. A person with all those qualities is a talent, good & consistant performers, good culture fit as well as able to lead others. Employees with these qualities are hard to find. If you found one, take really good care of them, treat them well, develop them, expose them, promote them and give them more responsibilities. They will not leave and they will be your potential future leaders.