HR IN PRACTICE

THE FIJI EXPERIENCE

ZAPPOS US Online Company Offers new employees a sum of money to leave after one week

Testing their Commitment to the company

Would this work in Fiji????

WHAT’S OUT THERE? Gen X vs Millenials vs Gen I Adverse Impact Aging Workforce Worklife Balance Emotional Intelligence Employment Branding Balanced Scorecard Blended Workforce Corporate Social Responsibility Human Capital Management

WHAT’S OUT THERE? Horizontal Integration Intangible Rewards Knowledge Management Offshoring 360 degree appraisals Talent Management Transformational Leadership

VIRTUAL HR

HOW DO WE KNOW WHAT WILL WORK?

We Don’t Trial and Error Experience A strong network of HR contacts

SOME USEFUL HR PRACTICES

5 current HR practices that I think would work well in Fiji:

ONBOARDING SUSTAINABLE EMPLOYEE ENGAGEMENT

TALENT MANAGEMENT RECOGNITION AND REWARDS EMPLOYER BRANDING

ONBOARDING More than just Orientation Mechanism through which employees

acquire the knowledge, skill and behaviours to become effective organisation members

Research shows that socialisation techniques used in onboarding lead to positive outcomes – higher job satisfaction, better job performance, higher retention levels.

ONBOARDING – THE FIJI EXPERIENCE

Some larger multi-nationals have this in place

Most companies do some kind of orientation, as it is generally accepted that new employees need to learn the rules and policies of the company when they start

Not a lot of information available to convince companies to invest a lot of effort and resources in lengthy onboarding processes

Shangri-La Onboarding is themed: Phase 1 - Discover Phase 2 - Explore Phase 3 - Care

SUSTAINABLE EMPLOYEE ENGAGEMENT

Movement away from Employee Satisfaction to Employee Engagement

Growing evidence that validates the quantifiable relationship between engagement and performance

Engaged employees outperform their Non-engaged counterparts

Towers Watson –Sustainable Employee Engagement i.e. Employee must be: Engaged Enabled Energised

SUSTAINABLE EMPLOYEE ENGAGEMENT – FIJI EXPERIENCE Most of the smaller, local companies do not

have the resources to formally measure employee engagement

Not too difficult to do as there are now lots of online tools around e.g. surveymonkey.com

Influencing employee engagement is not difficult – needs to be a change of mindset in regards to some things that are traditionally seen as “costs”

HR should be able to measure overall improvements e.g. Fewer customer complaints, lower staff turnover, etc.

TALENT MANAGEMENT An organisation’s commitment to recruit,

retain and develop the most talented and superior employees available in the job market

An important business strategy Scarcity of skills, generational changes and

increased global mobility of the workforce Flows from the organisation’s mission,

vision, values and goals An effective talent management system

helps crucial employees feel as if they are part of something bigger than their current job.

TALENT MANAGEMENT IN FIJI

Fully integrated computerised system not required but appropriate HR systems clearly need to be developed and in place

Goal of talent management is a highly performing workforce and some companies may need to make some changes to their current HR practices to achieve this

RECOGNITION & REWARDS

Increased morale and positive workplace attitudes

Well designed reward programmes can be used to improve performance in specifically identified areas that the company wishes to focus on

Shangri-La rewards programme designed around the specific behaviours that make up its customer service standards

Incentives work well as long as they are designed to achieve specific goals

EMPLOYER BRANDING A recruiting strategy that positions a

company in an attractive way and brings it to the top of the minds of potential employees

A focussed corporate message that speaks to current and potential employees and conveys the company’s culture and identity in a truthful and compelling manner

A long term vision – encompasses values, systems, policies and behaviours which define what employers expect of their employees and vice versa

EMPLOYER BRANDING – HR BRANDING

As HR practitioners, some important questions we should be asking ourselves are:

Do you know what your HR dept’s reputation is among the employees?

Do employees understand and appreciate the importance of the HR dept in furthering the organisation’s mission and objectives?

Does the HR dept make and effort to market its services to the organisation?

CONTINUOUSLY IMPROVE. KEEP ON KEEPING ON.