HUMAN CAPITAL MANAGEMENT: ENCOURAGING COMMITMENT

GETTING FEEDBACK FROM EMPLOYEES

An opinion, or attitude, survey attempts to research worker's feelings, perception, agreement or disagreement on certain issues. An opinion survey to be carried out using intranet facilities in an organization. Most common topics in opinion survey :

their jobs
their supervision they receive
their understanding of the company's vision and mission
their terms and conditions of service
their physical work environment
their existence of discrimination or harassment at the workplace
the training and career development opportunities offered by the employer

CAREER MANAGEMENT

Career management is a joint responsibility shared between an employer and his employees. Employers derive benefits from career management system. By providing career development as part of their overall talent management strategy, organizations increase the chances that their workforce willing, ready and able to move into the holes that the organizations need them to play.

SUCCESSION PLANNING

A systematic technique for ensuring top management and other key positions can be filled quickly in the event of unexpected loss of a senior officer. It is a method of ensuring that the knowledge and skill embedded in the minds of the older and experienced employees is not lost when they retired. Two common concern are :

whether or not to tell an employee that he has been earmarked for possible promotion
relates to the type of development opportunities that will be offered to these "crown princess and princesses"

OTHER CAREER MANAGEMENT ISSUES

Opportunities offered to women to advance up the organizational hierarchy and the management of expatriate stuff. Employees, mostly managers and others with technical skills, may be required to work overseas for their employer. Managing the careers of expatriates is a specialized area of human resource management. It includes

Question of selection: The employees’ value, beliefs and cultural background are the factors that affect the workers ability to adjust to a foreign culture. The expatriate is provided with appropriate training and support from his employer makes a difference as well as the relationship between the expatriate and home company.
Issues of training: The employees may need language training and programs to help them understand the culture and work norm of the country they are assigned.
Concerns relating to compensation: deciding on compensation packages, wages and benefits is far more complex for expatriate assignments.
Problems of repatriation: When expatriate returns to Malaysia, a suitable job must be found for him and must be assisted to readjust. The organization may have changed radically. It is recommend that the expatriate should be advised of their next career move at least 6 months before their expiry of the oversea assignment.

ORGANIZATIONAL CULTURE

Organizational culture is the combination of values, beliefs and behaviors which distinguish one company from another. Human resource managers are expected to be change agents. They need to be able to initiate major changes which can transform the culture of organization.

COMMUNICATION WITH EMPLOYEES

It is important to have communication with the employees. Talented workers wants to know what happen in the organization and how they can contribute. All employees also want to know whether the organization are facing problems. Employees communication can be in form :