DOCTORATE WRITERS: HRM-635 Leveraging Human Capital

DOCTORATE WRITERS: HRM-635 Leveraging Human Capital

The organization can leverage the identified strengths and skills in many ways. One of them is by utilizing the identified employee best practices in the existing business model. The integration enables the organization to adopt interventions that have proven successful in driving the desired excellence. The other approach is by utilizing their failures as an opportunity for growth. An example is by seeking insights from the employees about the challenges they experience and potential interventions that can be used to address them in the future. Through it, the organization identifies innovative practices that can be used to minimize challenges that employees experience in the organization (Baljoon et al., 2018). The last way of leveraging their strengths and skills is by assigning them leadership roles in undertaking complex organizational tasks. The approach motivates the employees and empowers them to build their competencies further.

Strategies to Improve Employee Performance

Several strategies will be explored to improve employee performance. One of them is rewarding performance. Rewards will be offered to the best-performing employees and teams to motivate them to engage in additional activities that contribute to organizational success. Rewards will be in forms such as monetary, verbal recognition, and addition of roles and responsibilities for the employees. The other intervention that will be explored to improve employee performance is involving them in making organizational decisions. Employee input into the organizational decisions and strategies will be sought. The consequence will include employee satisfaction with their job, enhanced motivation, and empowerment to contribute to organizational success. The other approach will be ensuring open communication. An organizational culture characterized by two-way communication between the management and employees will be created (Seitovirta et al., 2018). The views, concerns, and issues facing the employees will be prioritized. Through it, they will feel valued, hence, motivated to play a proactive role in ensuring organizational success.

Integrating Rewards and Incentives to Remain Competitive

One of the approaches that will be adopted to ensure rewards and incentives remain competitive in the market and recruit and retain the employees is by incorporating them into organizational policies and culture. Incorporation will ensure the sustainability of the adopted rewards and incentive programs for the employees. The other approach will be reviewing the rewards and incentive programs annually and comparing them with the best practices in the marketplace. Regular review will provide insights into the best strategies for ensuring competitiveness and relevance of the incentive and reward programs used in the organization (Seitovirta et al., 2018). The consideration of the above strategies will result in enhanced employee retention and acquisition of the best skills in the marketplace.

Vision for the Overall Culture

The desired overall culture that I aspire to develop in my organization is a culture of excellence. The excellence is achieved by considering and prioritizing employee needs. It also entails involving them in making crucial organizational decisions to make them part of the organization. My desired culture also focuses on the provision of rewards and incentives to the employees as a way of motivating them (Schneider & Good, 2018). I believe that focusing on employee needs will result in their enhanced ability to provide care that addresses the prioritized needs of the patients. Consequently, the organizational vision of ensuring excellence in the patient care process will be achieved.

Conclusion

Overall, employees play a crucial role in contributing to organizational success. Managers and leaders should strive to identify and leverage employee strengths and skills. Rewards and incentives should be offered to employees to enhance their job performance and motivation levels. My desired vision and culture for the organization I work for is to ensure excellence by focusing on the employees’ needs.

References

Baljoon, R., Banjar, H., & Banakhar, M. (2018). Nurses’ work motivation and the factors affecting it: a scoping review. International Journal of Nursing & Clinical Practices, 5. https://doi.org/10.15344/2394-4978/2018/277

Dragusheva, S., Petleshkova, P., & Panova, G. (2019). Incentives motivating mentors and criteria for selecting mentors in the pre-graduation traineeship of future registered nurses. Open Access Macedonian Journal of Medical Sciences, 7(19), 3294–3297. https://doi.org/10.3889/oamjms.2019.714

Halldorsdottir, S., Einarsdo