Best Hr Practices in an Organization

To enhance HR effectiveness and provide value to the organisation the CIPD Professional Map sets out to define key professional areas and behaviours that a HR professional will need to develop within a generalist or specialist role. The map underpins knowledge, skills and behaviours and is organised in a progressive framework to meet organisational demands. HR objectives and strategies focus on the internal and external context that the organisation operates within and as a result, HR practitioners require strategic insights in order to implement proactive HR strategies aligned with organisational objectives.

Recognizing employees for accomplishments such as finishing a major project, reaching sales targets or providing excellent customer service can be an important motivating factor. Set goals for workers to strive for and offer rewards for reaching them. This could be in the form of an employee of the month scheme, a bonus, or a promotion. Some companies conduct meetings where employees are recognised for good work in front of their colleagues. This can help motivate all the workers in the business to strive for success.

Forbes credits staff recognition as the “[s]ingle most influential cause of great work”. Staff recognition also creates a positive culture which increases productivity. 2 In turn, this culture improves performance. 1

Employees are the most important asset of an organization and organization has the responsibility to keep happy, motivated and satisfied so that their interest does not diminish in work. Moreover, when employees are kept happy and satisfied then their productivity rises as they feel that the company has given them the importance.

An employee’s morale is tied to their work, the more stressed and dissatisfied the employees are the more their work will suffer. A happy employee means more work will be done, working in a happy and safe and secure work environment will make the workers more willing to work harder.

Good performance is rewarded through timely job promotions, special recognition and in some cases monetary rewards and incentives.

Healthcare benefits- Thousands of Americans die every week because they have no healthcare. They cannot afford it or it is not offered at their place of employment. Offering these benefits for employees are important because they cover outpatient care, prescriptions, outpatient care, pregnancy, mental health services, lab tests, therapy, pediatric services. and dental services. Having healthcare benefits would help gain employees and keep them around longer. That benefits us both, employer and employee. I believe that is a good practice.

• If you want employees to display initiative and come up with new ideas (Intellectual) you must give them responsibility and provide interesting work and

While everyone may want to be rewarded for a job well done, everyone has different motivations that need to be taken into consideration. Everyone wants to be recognized for their performance and meeting or exceeding standards in the workplace. We have been groomed since infancy to expect a reward for meeting small achievements and major milestones, whether it was a celebratory smile from our parents for eating mashed carrots as a toddler, or walking across the stage to receive our diploma at graduation.

This factor entails recognizing employees for jobs well done. The use of performance measurement software enables the employers to keep track of the performers of the employees to acknowledge their success and appreciate it. Employee rewards and recognition helps boost the morale of the employees hence improving their satisfaction (HealthcareSource, 2013)

1. Good Practice in Human Resource Management (HRM) Based on an interview with Graham Walton, Library Service Development Manager at Loughborough University ExFiles FOLIO Course – January 2007

Award ceremonies, an employee’s name published in the paper, or an announcement of recognition in a board meeting, are all representative of public recognition to motivate employees. A name announced at a school assembly, sporting event, or team competition, are all representative of public recognition to motivate children

Reward and recognition programs must connect the needs and expectations of the workforce with the company’s overall goals and strategies. A program that reinforces important company values and goals will encourage employees to act in line with such goals and emphasize the importance of achieving these goals. Alternatively, rewards which do not connect with organizational goals may convey a misleading message and encourage employees to act in a manner that does not facilitate the

Recognize & Reward Employees . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .

If the leaders and managers of the company let communication trickle down through the business the relationship between the managers and employees can become hostile and negative. If the managers make the effort to be transparent to the employees and get to know them individually they are more likely to reciprocate the effort and follow improvement strategies.