People are the most critical link that needs to be strengthened to enhance business strategy management and improve organizational maturity.
People Management is about building talent competency of the business by discovering, renewing, and protecting the right of talent, streamlining positive energy flow, identifying people related risks, ultimately shaping a talent competitive digital organization.
The continuous talent recognition and development approach make businesses more innovative, responsive, and adaptive as the markets change. People centricity becomes an imperative for forward-thinking organizations to lead desired changes and improve organizational maturity
Employee happiness index: In most organizations, the rate of employee engagement is low, people didn’t feel engaged, appreciated. In fact, employee engagement has long been misunderstood; in many organizations the headline results are a lot more widely communicated than the underlying transparency into what those figures mean. Workforce information can be used to determine talent movements, benefits preferences, reward program acceptance, and staff cost – just to name a few of the benefits. Thus, any sort of workforce engagement initiative needs to be authentic as opposed to manipulative and have the goal of creating a win-win outcome for customers, employees, managers, shareholders and society at large.
To gauge employee happiness index – happiness at work, make an assessment of employee engagement, meaning associated with their work, flexibility, career growth and freedom. To gauge employee happiness index, do a survey and take reverse feedback to build your own measurement system. A happy workforce can make the workplace more creative and productive, and drive business success in the long-term. In many cases, the employee happiness index is actually a weighted index reflecting several underlying metrics. People want to be empowered to make achievements based on their talent and professional competencies. The employee ownership drives a more fluid process more than before to keep learning, growing and mature professionally.
Personal Innovation Index: Innovation is the light organizations across the vertical sectors are pursuing. Forward-thinking organizations introduce innovation index to drive growth, catalyze innovation within a company. It indicates the contributed economic value of each employee, including both executive/management and professional/expert, in relation to their innovative initiatives and personal activities, commitment, influences, impact, and contributions.
Employee Innovation Index represents the innovation maturity level of employees based on their personal impact and influences on innovation-their ability to think differently; their ability to innovate, their ability to network externally, their ability to collaborate and facilitate innovation success. Employee innovation index will indicate, top-down, the contributed economic value of each employee in relation to their innovative initiatives, commitment, influences, impact, and contributions, to accelerate operational processes, etc.
People Value Index: The true value of an employee is demonstrated when the employee brings the advanced mindset, knowledge, skills, abilities and personal attitude that translates into expected performance outcomes; acts as an ambassador of the organization to create strong business value. The management has to dive deeper to see the hidden value of their people by asking: How do you put a value on what an employee can add or diminish? How do employees impact creativity? efficiency or productivity? How does a creative employee help the organization discover the new way to do things, hence, saving the cost, improving revenue, driving transformative change?
In the context of “predicting achievement,” the issue with employee value-creation is that it can be both a lagging and a leading indicator – depending on how it is defined and measured. Some of which have more predictive value than others. Organizations with strong brand and reputation have the capacity to be resilient towards change and act as a change agent; possess a capacity to attract and retain quality talent, so they can bring multifaceted value in a qualitative or quantitative way.
People are the most critical link that needs to be strengthened to enhance business strategy management and improve organizational maturity. Potentiality management is about predicting and managing future performance. Performance Management needs to be more holistic, transparent, and objective, understood by the entire organization, sustained, and monitored at constant intervals to ensure robustness, intelligence, coherence, resilience and maturity.
