Let’s clap for the Holistic Approach

“Excuse Madam, your phone has been buzzing nonstop for the past 8 minutes, I think it is important”, says Lydia. “Oh really, thank you“. I said as I excused myself from the meeting. And then! another buzz.

In less than 10 minutes, I had received four (4) missed calls, two (2) voice notes, an email, and three (3) facetime calls – all from a Mr. Stanley of ABZ & Co. who said his friend referred him to me. I read his messages and immediately reached out to him. He explained his dire need for urgent human resource improvement solutions. He complained bitterly about the lack of enthusiasm to work, no creativity or initiative from the staff, poor execution of tasks, and inability to track progress or retain talent, which was costing him more resources. We ended the conversation and scheduled a meeting for further discussions.

The Agreement

Upon engagement, I organized a formal discussion and further investigation with management to properly capture and document objectives, goals, plans, their willingness to adopt a new system, its requirements, and implications. Then, I deployed a survey to gain insight and hear directly from the employees. The survey was conducted on job satisfaction, understanding of the organizational structure, work culture, and role assignment.

It was interesting to see the gaps between his expectation, organizational objectives, industry standard, and the expectation and capacity of the workforce. Also, there was no Human Resource personnel or expert except the Administrative manager (as commonly practiced by most businesses) who recently attended a Human Resource training session hence, was assumed capable of managing the Human Resource functions of the organization. It is important to separate these roles or at least ensure the personnel is capable and equipped to handle both functions with the right resources and technologies)

The process

After all these processes, my team prepared and deployed a work plan and files of documents vital in setting up and managing a fully-fledged HR department. In a month, Mr. Stanley attested to the improving culture and expressed commitment to collaborating with the new demands and upgrade. In September, we conducted a performance evaluation and feedback session for all staff to test the efficiency of the new system. The feedback was impressive and everyone is coming onboard the new work structure and culture. So far, we ensured inclusion, simplicity, and a holistic approach to Strategic Human Resource solutions which included the following:

• HR audit
• Culture assessment
• Organizational structure
• Industry analysis
• Policies and procedures
• Talent acquisition and management
• Benefits and compensation
• Career management
• Performance management
• Rewards and recognition
• Integrity ethics and compliance
• Training and development
• Welfare and culture management
• Conflict and grievance resolution

In developing all these, we applied an inside-out approach and paid close attention to deploying an effective system that considered every individual as a valuable and respected contributor to the success of the company and meet industry standards for competitive advantages. Also, we defined Job design to optimize the roles and responsibilities of positions within the company.

Progressive Outcome

We designed Performance evaluation and feedback to review productivity, increase job satisfaction, career development, and motivation. This encouraged creativity, initiative, and promoted a healthy work culture while setting out structure and potential consequences of actions and performance.

Furthermore, the system presented an opportunity for managers to define reasonable targets, sustainable objectives and identify strengths for future competitive advantages. For employees, it was beneficial to better understand their role, gain job satisfaction and promotions, boost productivity and social identification. We gained this by introducing the use of the self-appraisal evaluation method, employee comment section in performance, and project review documents to create a platform for everyone to state their opinions and solutions/ initiatives for projects, share their work experiences and aspirations. Additionally, the HR Manager learned from these shared resources how to improve the overall functions and productivity of the organization, promote excellence, ethics, and cultural sustainability.

The Benefits

Evidently, the benefit of a humanistic job design is essential to provide truly significant service to the primary customers of an organization – the employees. It translates directly to work processes and views into how business firms discharge an important responsibility towards their employees, making it possible for them to have professional lives that are meaningful and rewarding.

Work being the single activity to which most of us devote the largest number of our waking hours has a very high potential to contribute to the development and self-realization of human beings, or, if it has a negative impact, to stunt their humanity and frustrate them. Therefore, job design and work culture should engage the highest capacities of those who perform it: it demands attention, thought, prudence, initiative, creativity, responsibility, and social skills. Accordingly, employees should be well compensated, acknowledged, and promoted to attain fulfillment.

Project closeout

At project closeout, Mr. Stanley called to express his profound gratitude. Thankfully, management was impressed by our execution of the contract, display of trust, confidentiality, honesty, and diligence to timely service. Most especially, the employees were responsive. They gave feedback of a progressively satisfying and well-acknowledged engagement. It was indeed a proud moment and a job well done.

What is your work culture? Are your employees productive and loyal to your brand?

The Strategic HR

Until next time. Stay sharp and safe.

Article by Ezinne Okuku