Every organisation desires to attract the cream of the crop when it comes to their workforce. High performing organisations, in particular, are testaments to how crucial having the best talent is to overall organisational performance.
Planning and developing employees is probably one of the most effective ways to ensure organisational performance and its ultimate success. It makes employees more capable and willing to assume more control over their jobs.
A learning culture is practiced to inspire, motivate and support employees; it also gives them the ability to gain new skills.
The responsibility of driving the culture of learning lies with both the employee and employer. Employees must recognise that improving themselves regularly by gaining new knowledge is a pre-requisite for improved performance in their workplace.
The outsourcing business model has been adopted worldwide across both the private and the public sectors and it provides multiple benefits. It enables an organisation to achieve business objectives, add value, tap into a resource base and mitigate risk. In other words, from individual items all the way to systems management, choosing to use external providers allows the organisation outsourcing a job (the “client”) to focus on what it does best.
Organisations operate within a complex and dynamic environment which can either make or mar them. Peter Drucker describes it as an era of the 3 Cs — accelerating change, increasing complexity and tremendous competition. Others have described the external environment as a VUCA — volatile, uncertain, complex and ambiguous.
You have gone past the indecision stage and have now decided on using outsourcing for one or more of your non-core functions.
Now, you must find the right HR outsourcing company to handle these areas of your business. This is a critical decision that should not be taken with levity or rushed into as hiring the wrong outsourcing partner could spell doom for your business.
We went to town asking a number of business leaders: “What really differentiates competing organisations?” ” With the current rate of technological advancement and innovations, growing access to information and an increasingly shrinking global space, what then would really constitute a competitive advantage for organisations in today’s world of business?”
Interestingly they all responded alike: People! Human Capital! Human Assets! Human Resources!
At the beginning of the year studies predicted one of the game changers in the recruitment sphere to be that 79 percent of organisations will promote talent from within. This means that rather than source external talent, many companies will look to fill key positions with “homegrown” talent.
Organisational design ensures that the performance of all work activities align with the strategy of the organisation. All members of the workforce of an organisation must know and clearly understand the design they make use of.
To achieve this, several principles must be adhered to;
Talent development is a top priority for high performing organisations and businesses who desire to scale their success in the marketplace.
This is because they recognise that an organisation’s performance is directly proportional to the skills and capabilities of its workforce.
©2022 WORKFORCE GROUP
