To run an organisation, many types of resources are required – material resource, financial resource and of course human resource. But human resources are special and cannot be treated like material or finance. Human beings come with their own intelligence, thoughts and emotions. These need to be handled with care. Hence, it is incorrect to treat human beings as resource.
I like to call employees – People Power. It is an indisputable fact that the success of an organisation depends largely on its employees. The stronger its work force, the more successful the organisation tends to be – hence it would not be incorrect to state that employees are an organisation’s power – hence People Power.
How powerful an organisation’s people power would be, depends on two factors – Competence & Commitment level as mentioned in Ken Blanchard‘s One Min Manager series. Competence is the ability of an employee to do the work and commitment is the willingness to do the work. Different employees come with different levels of commitment and competence. It is the responsibility of the People Power Manager to determine the level of commitment and competence of the employees and then train and develop to increase both factors.
Competence level increases with experience in the organisation and training given. Why I mentioned “experience in the organisation” is because each organisation has a unique working style. No matter how experienced an employee is when he first joins the organisation, he needs to be made aware of and be trained on the organisation’s specific way of working. He starts performing only once he fully acquires the knowledge and experience. Depending on maturity level and ability to learn, this may require a few days or a few months. A properly structured induction program can prove to be very helpful for any newcomer of any level. Organisations have a tendency to believe that employees employed in the senior position do not need to be trained as they have enough work experience. This is not correct – newcomers in senior position need a structured induction program as much as others.
After the initial training, every employee in the organisation needs to be trained continuously. It is the responsibility of the People Power Manager to ensure this. They should not depend on when the employee feels the need to be trained. Based on his commitment and competence level, the employees may not realise this need for training. Training will not only benefit the employees but will also help the organisation. Among the various training programs that would help would be job related training and also development of employee soft skills as soft skills makes employees more efficient and effective.
Commitment level of an employee increases with motivation. Motivation comes from how well they are treated in the organisation, how much they feel appreciated for their work, how much they are given respect and are listened to and involved in decision making, how well they are remunerated and prospect of growth. To keep employees motivated, organisation’s has to take care to ensure all the factors are looked after.
Commitment and competence level of employees would fall in one of the four categories –
- Low commitment high competence – These employees need to be motivated to increase commitment level
- Low competence high commitment– This is mostly seen in newcomers in the organisation. These people need to be trained as mentioned above
- Low commitment low competence – These people needs both training as well as motivation.
- High commitment high competence – These are the empowered employees and should be left on their own to perform.
They are the real people power.
So, take care of your employees and make training a continuous process in your organisation and you will have a strong People Power who will help you build a strong organisation.