It’s time for HR to resolve the challenges faster
- Employee engagement
- Creating an attractive company culture
- Employer branding
- Leadership development
- Data and analytics
- Performance management
Normally the top management relates employee engagement with staff activities. Activity is just one of the element in improving the engagement level. Facilities, tools, top management leadership style, recognition, work-balance etc are contributing to the engagement level as well.
I wrote several article on performance management and it always a challenge to HR. I receive a lot of feedback such as:-
- It is time consuming because it involves a lot of paperwork.
- Review happens only twice per day and they don’t have a good quality conversations with their superior.
- Force distribution or ranking is not fair
My current company is looking into the performance management system as they aware large company like GE, Accenture etc get rid of conventional performance management system. At the moment, they conduct research which they want to figure out how to come new system where it caters both objectives which are managing performance and recognize the staff effort fairly. This is also one of the measurement in the employee engagement in my company and they hope it will improve the engagement score by revamping the system.
Gen Y (1980-1994) and Gen Z (1995-2005) both want rapid advancement/opportunities for professional growth which it mentions in the article as well. They expect to be promoted to the next level within 2 years’ time together with salary increment. This situation seldom happen in local (Malaysia) company. Most of them prefer to hire external candidate to fill in the position instead of preparing them.
Company culture encompasses company mission, vision and core values that "contribute to the unique social and psychological environment of an organization." Gen Y and Gen Z prefer their superior and top management walk the talk instead of having last minutes direction or decision which it confuses the staff where actually the company is heading to. It also effect to the recruitment as well. The staff can be the company ambassador or virus. They will spread the ‘bad’ virus around their social circle if they are not happy with the company and vice versa. In the end, it damages the company branding.
Lastly, data and analytical is the most lacking in HR. For example, those information get during exist interview. Did they really do analysis? To convert the data to a useful information. Accuracy is a concern, however, it will be a raw data forever if we did not convert it to a useful tool. I agree we shall be data-driven whereby we make decisions based on data. In the same time, we use data to increase focus on properly engaging employees and winning the battle for top talent.
In summary, the challenges mention above is not really a core issue in 2016 only. It happens since last few years and it became obvious with the retirement of Baby Boomers and the new joiner of Gen Z in working society nowadays. HR will need to encounter the problems faster so that they are able to secure more talents to work in the company.