Employer - Employee Relationship; Four Things to Pay Attention to

Date:   Thursday , June 30, 2016

Headquartered in Massachusetts, EMC Corporation is a global leader in enabling businesses and service providers to transform their operations and deliver IT as a service.

People are the core of any business, and every organization must ensure that employees and their experiences take precedence and center stage in every decision. Understanding, and more importantly, developing a high-performing culture is the crux to building and achieving strategic objectives. A well-defined, established and unique culture provides the framework for organizational development and strategic planning and we must empower this culture to guide the planning process of any organization.

One of the key developments in this respect has been the evolution of HR vis-a-vis the technological advancements and shifts in the demography of the talent pool coming into the ecosystem. Although the rationale behind HR processes remains the same, thinking is slowly but surely being directed towards how HR processes can be executed differently.

A people framework should be built on four Es - Enable, Educate, Excite & Engage

1. Enable - Redefined processes make work simple and more efficient. Intranet portals like leave management system and HR chats help real time query resolution and enable employees to pursue their business goals.

2. Educate - For employee learning and development, it is believed that \'one size doesn\'t fit all\' and the focus should be on specific needs for each team/group. Programs around leadership and manager development that focus on organization wide competencies and individual competency development must be weaved into the regular working day of an employee.

3. Excite - Employees are excited when involved in internal company initiatives and campaigns which are designed specifically for their growth, not just focusing at work but the overall growth of the employee. Designing programs to give back to the society is another method of maintaining a positive excitement amongst all employees.

4. Engage - Employees should be engaged with creating and improving the organizational culture through regular communication. A constant effort to take feedback from employees is a must for effective engagement and should be executed through actions, and the changes should be communicated back. Building a microsite which runs like a social site and helps people connect with coworkers is another way of being in touch with the employees.

The top level management plays a crucial role in leading the way to build a culture which makes employees feel respected, valued and trusted. The work culture should be based on personal interactions and sharing, and the leaders should be able to communicate the messages effectively through the art of storytelling. There may be no better way to impart information, capture peoples\' curiosity, and most importantly, motivate people to act. Various research studies have proved that the best leadership development initiatives are designed around an understanding that leadership development is a continuous, life-long process rather than a single event or program. These leadership initiatives deploy more interventions like assessments, feedback, action learning, trigger events, education, formal coaching and follow-up support systems; and they do so with great rigor.

Measuring effectiveness of a company\'s benefits, corporate social responsibility, work place, employee engagement, employee development, diversity and inclusion are also effective practices to maintain transparency and communication in a smooth manner. Hence it becomes a prerogative of HR to keep pulling out elements of its corporate culture which, due to changing business environment, have become obsolete. This evolution helps organizations to keep pace with the changing workforce composition and keep them engaged and motivated.