Employees and Professional Development

Thus, to foster a culture of engagement, HR leads the way to design, measure and evaluate proactive workplace policies and practices that help attract and retain talent with skills and competencies necessary for growth and sustainability. The challenge today is not just retaining talented people, but fully engaging them, capturing their minds and hearts at each stage of their work lives. Employee engagement has emerged as a critical driver of business success in today's competitive marketplace. Further, employee engagement can be a deciding factor in organizational success. Not only does engagement have the potential to significantly affect employee retention, productivity and loyalty, it is also a key link to customer satisfaction, company reputation and overall stakeholder value.

MOTIVATING YOUR EMPLOYEES Every human being needs motivation now and then. Incentives and recognition programs can support you in helping your employees become happier and more productive at work. As a leader, one of the main things to think about is how to recognize an employee for a performance that has exceeded expectations, objectives and goals. Therefore, I would like to introduce you in this paper to some ideas that hopefully would promote this method as one of the main priorities in today's and tomorrow's workplace. People want to do more than work as machines; they want to be productive as well as being recognized by others.

It is inevitable to say that New Technology is the vital source of labour productivity which increases economic growth. Not only it generates more efficiency and improves standard of living; it also brings in more investment. According to Infocomm Development Authority of Singapore (IDA), iSPRINT has been introduced since March 2010 to support SMEs the use of technology to boost its’ productivity and growth. During a budget speech in 2014, there was a S$500 million ICT for Productivity and Growth (IPG) programme which shows a significant boost to Singapore’s effort in emphasizing on solutions to turn SME sectors and use of high-speed connectivity for new growth of business. One of the solutions that were part of the programme was Piloting of New or Emerging Solution.

Organizations need to implement emotional intelligence training in development into its training programs. The benefits of having individuals with high emotional intelligence will bring organizations success with the industry as well as success within the organization by establish positive employee

Equally important is that they genuinely want—and are able to—take ownership of challenges and find solutions. Employee engagement has an integral element based upon connect between the vision of an organization and the employees working there. Successful companies strive on their vision to create a healthy organizational culture, enabling them to continuously innovate and generate maximum efficiency from their employees. As said by noted speaker Simon Sinek, “Employees who have a strong attachment to their company vision, have much greater propensity to work harder and inclination towards the growth of the company”. For e.g.

Thus, from Table 6.2 (Davila, Epstein, & Shelton, Making innovation work: How to manage it, measure it and profit from it, 2013, pp. 173-175) the following metrics are important: • Long-term corporate profitability: Stock price; projected sales growth; projected residual income. • Short-term corporate profitability: Residual income growth; sales growth; return on equity; percentage of sales from new products. • Customer acquisition: New customers gained through innovation; number of customers through existing products/services who buy new products/services; number of new customers of new products/services who go on to buy existing products/services; market share. • Value capture: Number of new product and service lines introduced; profitability of innovation operations; revenues generated through innovation efforts (total revenue, innovation revenue, revenue per innovation customer).

The Importance of Motivation to Productivity, Organizational Culture, and Job Satisfaction Productivity Motivation in the workplace has a great effect on productivity. By motivating employees, a business can increase its productivity. According to Michaelson (2005), ”factors that individual workers regard as valuable need to be channeled or redirected to augment organizational productivity” (p. 235). There are several forms of motivation that can be used to increase productivity. Some motivational methods that could affect productivity are job engagement, goal-setting, and reinforcement.

Employees need to be trained on how to successfully utilize to achieve given tasks in a timely matter with expected outcomes. As changes take place in the technological matter of the company, growth and profitability can be enhanced and company staff can accomplish its objectives successfully (Gateway, 2013). Conclusion Company’s common goal and objectives are achieved through the teamwork of workers in every level. When highly adaptive and modern motivational plan is created, the company can strongly compete in today’s complex business environment. The long term of success comes from employee satisfaction, involvement, high-quality service and their positive attitude towards the company itself and those can be shaped by developing an effective organizational motivation plan.

They can affect it positively or negatively; therefore, company should be aware about its environment and act depending on the circumstances that surround it. The first stakeholder that can affect the success of each company are employees. If companies have skillful and talented employees, they will perform efficiently. On the other hand, these talented and skillful employees need a good work environment to dawn their talents and creativity. When employees are satisfied with their work environment, the engagement at work increases, which help the company benefit in a long term.

This also promotes positive behavior amongst employees which ultimately will result in strategic advantages for the organization (Hitt, Miller & Colella, 2006). The second step is to create a culture where employees want to work and are empowered to make decisions. To do this, the culture of an organization should be developed from the top down. Management should outline the expectations of "shared values, beliefs, and norms that influence the way employees think, feel, and behave" (George & Jones, 2005, p535). These expectations inform, guide and motivate employees to participate in activities which are... ... middle of paper ... ...anizations to adjust to surrounding changes and continually enhance their workforces.