Let's delve into the role that Human Capital Management (HCM) plays in shaping the connection between employees and employers. Employees are increasingly campaigning for greater acceptance of their individual needs and preferences within organisations. HCM must assume a proactive role in clearing the way for a balance of interests between employers and employees.
To begin with, it is imperative to adopt a holistic approach, wherein employer brand, employee value proposition and employee experience are seamlessly integrated.
A critical challenge arises when the promises made by the organisation during the recruitment phase do not align with the actual experiences and benefits that employees receive. For instance, an employee may have been assured of flexible work arrangements during the hiring process, only to discover that these arrangements gradually morph into a rigid, inflexible schedule.
Integrating the three Es into your organisational fabric can lead to a harmonious and productive work environment. Here's a step-by-step guide to show you how:
In today's digital age, no one wishes to see their organisation associated with statements like "We demand long hours" or "You must prioritise work for career advancement."
Unfortunately, there is often a misalignment between the promises made by organisations through their Employer Brand (EB) and Employee Value Proposition (EVP), and the subsequent reality employees face.
As the relationship between employers and employees continues to evolve, HR professionals play an important role in fostering a profound connection. Our responsibility lies in carefully managing the expectations of both employees and employers. Adopting this approach not only sets the stage for organisational success but also creates an environment where employees can and will thrive.