A sustainable workforce strategy means developing people’s skills, both on-the-job and off the job.
To count people as a resource - there is something fundamentally wrong with seeing our people that way. This is why Vikasietum believes in treating their people as potential, not a resource. Resources can be exhausted (not a good thing), they are replaceable (that sounds horrible), and most importantly, they are used. We believe in nurturing the potential of our people, in their work life as well as personal life. This is why we have changed the game in the way we think and speak. By changing our Human "Resource" department to Human "Potential", we are embodying the Vikasietum spirit.
Vikasietum is a Sanskrit word that means to blossom or to bloom.
That is what our HP team hopes to help our people in doing. Vikasietum's Human Potential team is committed to helping employees explore and actualize their potential. Our team sees each individual as a unique being with vast potential. That's why we've created a workplace culture that values creativity and diversity of thought. We want our employees to feel empowered to express their ideas and to take risks. Our HP department believes that this is how innovation happens and it's how we'll continue to grow as a company. Here are some hurdles our team ran into and the solutions we identified.
Challenges and Tactics
Human potential management is a crucial step in any organization’s success journey as it is a game changer in terms of recruiting and hiring a workforce with the right mindset, values, and attitudes. In order to keep up with the diverse range of changes in the field of sourcing, engaging, and generating a quality workforce while remaining grounded, we always try to implement new state-of-the-art technologies like high-end devices.
The most critical human potential challenges involve talent acquisition. To attract talent, it's essential to devise the right compensation structure and benefits packages for employees. Although in order to successfully compete, we go beyond the norm and provide our employees with enriching opportunities and a greater sense of vision. We strive to focus on a few critical areas so that we can build a brand image that is based on our qualities and values. Set goals to fill in the gaps, such as rewards and recognition to keep everyone motivated.
The connections formed between managers, team members, and their peers drive work models in the modern economy. Team members can perform their own tasks with greater efficiency, the more they understand each other's work. We help to develop communication cadences that build relationships and analyze everyone's various tasks and how they engage. Employees learn more about how they perform together and how they can help each other through regular communication, which also strengthens connections.
Employee Health and Well-Being
The general health and wellness of the workforce was adversely affected by the abrupt change in the work environment. There has always been stress, anxiety, and other mental health disorders, indicating that this is not uncommon. However, the abrupt COVID-19 pandemic has brought co-workers' mental health problems to the forefront. We always ensure to communicate that health is a priority - as it is irreplaceable. Encouraging employees to make use of the benefits we offer and collecting feedback on how to develop them to move ahead.
Compensation is a scope that we get questioned about most often. Yet, it is a conspicuous aspect of keeping an employee optimistic. Here, one must be cautious to keep an individual motivated and maintain the payroll costs in review at the same time. It doesn’t always have to be regarding salary. Rather, we design different employee rewards and recognition programs. It will reimburse for your employee’s hard work and continual advancement in the payroll. This is a gesture of employee appreciation for a career well accomplished. As a consequence, it motivates our employees and strengthens employee engagement at the same time.
Training and Development
The emerging business sector is characterized by a rapid upskilling and reskilling of employees. Static learning management systems can adapt to the changes in the workforce. Both long-term transferable skills and rapidly evolving technical skills must be accounted for in a training and development strategy in order to succeed. Technical skills have a short half-life in a profession that is changing quickly, whereas transferable skills are progressive as you can build on comparable skills. These include "soft" skills such as social intelligence, critical thinking, and communication.
At Vikasietum, our HP department is developing a Playbook to address the exposures that are causing employee turnover. Team members exiting at later stages can be more difficult to address. Managing that challenge needs reworking, internal mobility, and career pathways. Individuals now have more work opportunities than they have in decades. Managing that challenge needs reworking internal mobility and career pathways to provide employees with more growth opportunities.
Many companies are currently updating paid family and medical leave policies, for example, and we are preparing for changing compliance requirements. In business planning meetings, our team considers a variety of scenarios that will impact the business model and work processes. To avoid being unprepared, we’re creating backup plans or contingency plans to handle certain scenarios when they arise. Attracting proactive talent through social media, excellence in employee coaching and high-quality training not only makes us feel accomplished but they enable us to do good in the world.
Let’s #ChallengeOurselves to a higher standard.