The Human Resources department plays an integral part in an organization functionality, strengthening the organizations foundation and pathways to its goals. The department’s strategic actions and employee engagement can boost business with rigorous metrics improving the workforce. Making the use of strategies and planning a necessary part of an organizations success. The Human Resources department needs to determine what measurement’s should be utilized and collected to achieve optimal success. Temptation to collect data on a myriad of measure can loom heavily on the minds of collectors of the data. “For example, headcount, staff turnover, absences, training, accidents, error rates, diversity targets, etc.” (Feather, pg. 29,
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Correlation of the results of an employee engagement survey can hold important useful information. Such as the “ identity of the business or people outcomes that are most valuable to the organization these will vary by organization but should be easily identified through a review of business strategy. (Feather, pg. 30, 2007). Gaining these results can bring about better understanding of the causes of successful results and not so successful …show more content…
These strategies include, effective communication, hiring of a diverse workforce, hiring appropriately skilled people, and finally offering development and training programs. Whether verbal or non-verbal, Proper communication can bring about an employees acceptance of the vision, values, and polices of a company. Failure to establish healthy communication can lead to poor work culture. Diversity within the work force is an important factor because a diverse population within an organization is good, giving an employee a sense of fewer barriers and more opportunities for personal growth. Employment of skilled workers to an organization leads to retention; by bring the right fit into an organization bringing about loyalty and greater efforts on the part of employees. “Fit implies compatibility between people and organizations. Additionally, assessing the way the employee will fit in the job with the team and within the organization is fundamental. (Clouter, Felusiak, Hill, Pemberton-Jones, pg.123
Correlation of the results of an employee engagement survey can hold important useful information. Such as the “ identity of the business or people outcomes that are most valuable to the organization these will vary by organization but should be easily identified through a review of business strategy. (Feather, pg. 30, 2007). Gaining these results can bring about better understanding of the causes of successful results and not so successful …show more content…
These strategies include, effective communication, hiring of a diverse workforce, hiring appropriately skilled people, and finally offering development and training programs. Whether verbal or non-verbal, Proper communication can bring about an employees acceptance of the vision, values, and polices of a company. Failure to establish healthy communication can lead to poor work culture. Diversity within the work force is an important factor because a diverse population within an organization is good, giving an employee a sense of fewer barriers and more opportunities for personal growth. Employment of skilled workers to an organization leads to retention; by bring the right fit into an organization bringing about loyalty and greater efforts on the part of employees. “Fit implies compatibility between people and organizations. Additionally, assessing the way the employee will fit in the job with the team and within the organization is fundamental. (Clouter, Felusiak, Hill, Pemberton-Jones, pg.123