- Employee Engagement is vital to Human Resource management
- Employee Skill Development is a unique and effective form of Employee Engagement
- Employees can work with their employers to achieve their current and future growth
- Employers can help by mapping current employee skills and required job skills profiles
- This results in efficiency in creating staffing plans and employees’ future growth plans
Human Resources and their management are vital to any organization. A lot of effort is put in to keeping the machinery of Human Resources of any organization well-oiled. Many practices are adopted to achieve this goal. Employee Engagement is one such practice.
Employee Engagement does not have one set formula. It varies with respect to the person or group looking at it. To some, it means making employees feel better about the workplace. To others, it can stand for engaging employees in order to maximize their productivity.
One very specific idea of employee engagement can also mean engaging employees to deliver their maximum, all the while helping them grow in their career by continuously working towards the development of their skills.
This particular approach towards employee engagement focuses upon:
- Assessment of the skill set of employees
- Identification of lack in the skill set
- Working towards removing the lack
This kind of employee engagement works towards two main goals:
- Current Growth
For the current growth of an employee, their current skill set needs to be evaluated for
shortcomings that are affecting their current role and working towards them.
- Future Growth
Once current growth has been achieved, focus can be moved to the next step:
a. Helping the employee understand his/her future possibilities
b. Evaluating the additional skills that might be required for those roles
c. Working towards achieving those skills
Where do the Managers/HR come in?
Managers or HR managers can work towards employee engagement through employee skilling by taking the following steps:
- Mapping Employee Skills
Depending on their role, employee skills can include any of the following:
b. Expertise with tools and technologies
c. Activities performed
d. Behavioral skills
e. Domain and content information
- Forming the Job Skill Profile
A job skill profile can be defined as the profile formed after evaluating the required skills to perform a particular job and the proficiency levels of an employee in those particular skills. Once the evaluation is done, the gaps in the skill set are identified. All this information put together forms the Job Skill Profile.
- Working with the Job Skill Profile
Once the Job Skill Profile is made available to the employer and the employee, it makes skill evaluation easier.
a. Current Growth
By simply taking the skills profile of an employee, an employer can match it with the skills required for a particular job and the employee’s proficiency in those. If the skills sets do not match, the employee gets a precise input of what skills he or she needs to develop.
b. Future Growth
In a very similar manner, managers can help with the progression of the employee’s career. Once the employee’s career plans are determined, a Job Skill Profile can be procured for that particular future job. The Job Skill Profile can be matched with the employee’s skill set and the gap in skills and proficiency can then be determined. Once the employee gets a clear picture of his/her future goal and the requirements to achieve it, he/she can start working towards it.
Working towards improving the employee’s skills is an effective tool towards employee engagement and works towards both long-term and short-term gains of both employer and employees.