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1. Assessment of successful performance2. Positive thinking at work3. Creative thinking4. successful teams5. Training and Development6. attract talent
Thanks for the invite ................. agreed with the answers Mr. Hassan Saleh
I will share with you useful links for the subject question;
2. Increasing Employee Productivity: The Strategic Role That HR Essentially Ignores. Read more. Link.
Below points show how HR activites impact on performane:
Attract, develop and retain high quality people
Match people to the strategic and operational needs of the organization. Provide for the acquisition, development and retention of talented employees, who can deliver superior performance, productivity, flexibility, innovation, and high levels of personal customer service, and who 'fit' the culture and the strategic requirements of the organization.
Talent management
Ensure that the talented and well-motivated people required by the organization to meet present and future needs are available.
Job and work design
Provides individuals with stimulating and interesting work and gives them the autonomy and flexibility to perform these jobs well. Enhance job satisfaction and flexibility, which encourages greater performance and productivity.
Learning and development
Enlarge the skill base and develops the levels of competence required in the workforce. Encourage discretionary learning that happens when individuals actively seek to acquire the knowledge and skills that promote the organization’s objectives. Develop a climate of learning – a growth medium in which self-managed learning as well as coaching, mentoring and training flourish.
Managing knowledge and intellectual capital
Focus on organizational as well as individual learning and provide learning opportunities and opportunities to share knowledge in a systematic way. Ensure that vital stocks of knowledge are retained and improve the flow of knowledge, information and learning within the organization.
Increasing engagement, commitment and motivation
Encourage productive discretionary effort by ensuring that people are positive and interested in their jobs, that they are proud to work for the organization and want to go on working there and that they take action to achieve organizational and individual goals.
Psychological contract
Develop a positive and balanced psychological contract which provides for a continuing, harmonious relationship between the employee and the organization.
High-performance management
Develop a performance culture which encourages high-performance in such areas as productivity, quality, levels of customer service, growth, profits, and, ultimately, the delivery of increased shareholder value. Empower employees to exhibit the discretionary behaviours most closely associated with higher business performance, such as risk taking, innovation, knowledge sharing and establishing trust between managers and their team members.
Reward management
Develops motivation and job engagement by valuing people in accordance with their contribution.
Employee relations
Develops involvement practises and an employee relations climate that encourages commitment and cooperation.
Working environment – core values, leadership, work–life balance, managing diversity, secure employment
Develop ‘the big idea’ (Purcell et al,), ie a clear vision and a set of integrated values. Make the organization ‘a great place to work’.
Proper direction, support , performance evaluation and appreciation for continuous improvement, clear and well communication not only make employees more motivated but knowing the clear vision and mission will keep them remain focused.Employee skills and knowledge should be continually updated. employee friendly working atmosphere add on to it.
I apologize for the answer, I leave the answer to experts specialists in this field that's not my specialty field
Agree with all expert answers
I thank you for the invitation. I agree with all experts answer
Your fair employee centric policies, and importantly how you have implemented them.
How transparent the policies are, and how widely they are accepted among your people.
How strong your review system is, is it bases on the strict data -base evaluations system.
How fast do you act on clues before they take a shape of big situations?
Not necessarily you have to pay a high tag for performance reward: but….how smooth and fair the practices are…
