Human Capital Management

My final employee engagement recommendations revolve around creating employee satisfaction, by creating a future and perfect job fit.  Human resource planning should include the following steps.

FIFTH: Make your on-boarding process of new employees unique. Your goal should be to have the employee go home at the end of the first day and tell those closest to them that their first day with your company was the best first day they ever had. There are many ways to make your employee engagement special.

SIXTH: Develop a mentoring process in your company to make sure your new employee is immersed into your company as efficiently as possible. This is especially important when you consider the generational diversity we are all facing in the workplace and the timeline that younger employees use to judge whether they have made the right decision.

SEVENTH: Communicate the career path options that employees have and be clear as to the expectations you have for them to be considered for these other assignments.

EIGHTH: Talent management also involves employees in decision making and open communication with them. The more knowledge they have, the more they can offer your company. The more they feel part of the company and the process the better the results they’ll produce.

LAST: Warehouse the candidate data and new employee information you have obtained in a secure website. This allows you to develop analytics, feedback loops and meaningful metrics. Then evaluate your processes for higher performance payback. This will help as you search for new candidates as well as manage those you have hired. This information can also be used to show candidates that you understand how to manage the human capital component of your business.

I do not have to tell you that the competition for top talent is getting more intense. Furthermore, we all are noticing that the younger generations entering the workforce are not as patient as the baby boomers that are retiring. As business owners, we do not have as long to "get it right". The generation X and Y employees are quicker to judge and to correct a decision they feel is not a good fit for them.

By implementing these processes, you can leapfrog your company right over best practices to NEXT PRACTICES. You will improve how your organization manages talent acquisition and develops human capital; the capital that delivers the world class customer service that truly differentiates your company from the rest.

Because as I always say "it's all about people"!!