Quiz 9: Creating and Maintaining High-Performance Organizations
The case highlights how e-HRM has helped an organization with worldwide presence in managing its HR functions in an effective manner. It highlights instances where organization was in need of hiring employees with certain skills and experience in a country on urgency. Using their software they were able to hire right candidates based on their skills at time of joining as well as the skills developed during their tenure with the organization. The e-HRM allows all the employees data to be placed at one place. This data is very important for HR managers as they can take various important decisions related to employee training, rewards, selection, succession planning, development etc. on the basis of this data. This processing and handling of data remotely via cloud storage allows organization to meet challenging HRM requirements of sudden recruitment, or staffing can be easily met through this software. Performance management, organization goals alignment, candidate search across locations based on project need can all be done easily from anywhere using these software. Thus, especially for organizations which are spread worldwide this software is a boon for effective management of HRM functions.
The case throws light on the engagement levels of employees in various countries. It shows that in in developed countries as well only 30% of the employees are actively engaged. This percentage is better than almost 90 countries with only one or two countries as exception. Employee engagement refers to the degree of commitment interest and job satisfaction of an employee with his or her work. This is the driving force behind employee's motivation to work and achieve organization growth. This data suggests that the employees who are engaged leads to better services, customer satisfaction and productivity in in comparison to dis-engaged employees. HR managers could refer and present this data to the management to make them understand how important it is to make employees engaged. The engaged employees help any organization in achieving better productivity customer satisfaction and results in achieving organization goals in an effective manner.
The case shows light on that most of the high performing organizations are the one which have taken succession planning and employee development in an effective manner. Organizations which take care of their future talent needs and develop employees are the ones which are the best organizations in terms of market share, revenue, customer satisfaction and profitability. Though the survey results reveals that even among the highest performing organizations only 27% are ready to take executive positions and 18% for taking managerial positions. And only 34% effectively develop their employees. Succession planning refers to identifying and preparing an employee to take senior positions in any organization in future. Development is preparing an employee through imparting the skills needed to perform the future job role. Both these succession planning and development are the key derivatives of high performing organizations. Succession planning and employee development contribute to rewards, task design and organization structure elements of the high performance organization. Succession planning and employee development helps in organization to determine the employees who will be taking up the future roles and will involve imparting them training to make them future ready. This also involved should booking of day job responsibilities of various members thus contributing to the task design. Also, contribute to organization structure of the organization.