Employee engagement has been and will be one of the most important topics in the human race. As I have saying for the last 3 years, employee engagement is a human desire. I will not talk about the factors and what really triggers the employee’s engagement at this blog. Sure, I will be publishing about this section in the upcoming days. Many cannot find out the steps on how to start measuring employee engagement from scratch. If you are using a tool that will be good and time-saving. If you do not have any tools or resources, then here are some steps that will help you. I called these steps “DADA”.
I and like others think that ISO standards are necessary requirements to achieve certain standards and practices. That is somehow correct, however, not totally accurate, and here is why. During our discussion with Lee Wester (bio mentioned below), he shared his thought about the new rollout of Human Capital Standards (30414). I wanted to understand more about the recent ISO Human Capital Standards as an HR professional and the way to implement them in any organization. One of the main questions is: what are the standards of the HCS and how can it be measured?
Example (1): As all of us know, there are baselines to achieve customer satisfaction which is around 90% in general. For example, for contact centers; they need to answer called within 30 seconds of ringing, and anything beyond that; their SLA will drop which will impact their overall quality rating.
Many do not realize that being active in social media across different platforms especially LinkedIn could result in getting you fired and destroy your career. Social media had been and always been a tool for networking, voicing your thoughts, and earning money. Social media in the end is a tool like many other tools nowadays, it has pluses and minuses, positives and negatives, upsides and downsides. That depends on the way your recruit these tools towards your benefits smartly.
This is one of the topics in human resources that has a lot of rebates in what to measure and how. Also, it is one of the main indirect requirements of the newly published ISO Human Capital Standard Reporting 30414:2018. Shareholders and stakeholders need to understand how the investment in the human resource are been managed. Besides, the hot requirement for HR to be more strategic and valuable towards its contribution to the organization’s outcomes. Before we reach the ROI, we need to have basics and a baseline of data and analytic to evaluate and then develop an action plan for success. This is not only applicable to hard skills but also applicable to soft skills and intangible aspects of human behavior. With soft skills and intangible aspects of training programs, it is quite difficult but not impossible. First, we need to understand the financial aspects of the training programs either for a particular program, collective or overall of the department expenses.