Leveraging Human Capital Paper
Leveraging Human Capital Paper
Employees are an essential component that determines organizational success. Organizations strive to ensure that the adopted interventions address the diverse needs of their staff. Interventions such as rewarding performance are crucial in enhancing the motivation level of the employees. Successful organizations have incorporated rewards into their cultures to ensure sustainability in positive outcomes and enhanced performance and competitiveness. Therefore, this paper examines the approaches to leveraging human capital within my organization. It explores topics that include tasks and performance indicators contributing to employee performance on the job, identification of employee strengths and skills, and a vision for the overall culture I intend to develop in my organization.
Tasks and Performance Indicators
Leaders and managers can use tasks and performance indicators to improve the overall employee performance on the job. One of the tasks is delegation. Delegation is a practice intervention that leaders and managers utilize to improve employee performance on the job. It entails assigning some of the leader or manager’s responsibilities to the employee. Delegation builds confidence among the employees in undertaking complex organizational tasks. Managers and leaders that utilize this approach develop highly motivated teams that are willing to handle challenging projects in the organization. The other task is rewarding performance. Managers and leaders who reward performance has highly productive employees. Rewards motivate the employees to explore additional interventions that can be used to achieve enhanced care outcomes in their organizations (Halldorsdottir et al., 2018). Rewards also enhance employee focus on patient and organizational outcomes such as safety, quality, and efficiency in the care process.
Performance indicators also improve the overall employee performance on the job. One of the performance indicators is safety and quality rates in an organization. Indicators such as rates of pressure ulcers, falls, and medication errors offer healthcare providers insights into the effectiveness of their adopted interventions. An improvement in these rates motivates them to adopt additional evidence-based interventions to enhance care outcomes, hence, their productivity rate. The other performance indicator relates to patient outcomes with the adopted care interventions. Often, health organizations administer surveys, interviews, and questionnaires to their patients to determine their subjective experiences with healthcare services. A continued improvement in patient satisfaction motivates employees to focus more on adopting patient-centered interventions in the care process (Dragusheva et al., 2019). Consequently, there is an indirect improvement in their productivity as they strive to address the diverse care needs of their patients.
Identifying Employee Strengths and Skills to Leverage their Performance
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Employee strengths and skills should be identified for the organization to come up with ways of leveraging their performance. One of the approaches to identifying employee strengths and skills is by observing them undertake their assigned tasks. Observation enables managers to identify strengths and unique skills in patient assessment, disease management, leadership, and decision-making that an employee has. The observation data informs the interventions to leverage the abilities of an organization. The other strategy is through formal methods such as interviewing the employees to identify their strengths and skills. Interviewing can provide insights into the knowledge and skills in areas such as communication, planning, problem-solving, and teamwork for an employee (Baljoon et al., 2018). Structured assessment tests can also be administered to the employees. Examples of these tests include StrenghtQuest and strength-based questionnaires that may offer insights into one’s capabilities in their professional role. The results of self-assessment tests can be used to validate those obtained through observation and interviews.
The organization can leverage the identified strengths and skills in many ways. One of them is by utilizing the identified employee best practices in the existing business model. The integration enables the organization to adopt interventions that have proven successful in driving the desired excellence. The other approach is by utilizing their failures as an opportunity for growth. An example is by seeking insights from the employees about the challenges they experience and potential interventions that can be used to address them in the future. Through it, the organization identifies innovative practices that can be used to minimize challenges that employees experience in the organization (Baljoon et al., 2018). The last way of leveraging their strengths and skills is by assigning them leadership roles in undertaking complex organizational tasks. The approach motivates the employees and empowers them to build their competencies further.
Strategies to Improve Employee Performance
Several strategies will be explored to improve employee performance. One of them is rewarding performance. Rewards will be offered to the best-performing employees and teams to motivate them to engage in additional activities that contribute to organizational success. Rewards will be in forms such as monetary, verbal recognition, and addition of roles and responsibilities for the employees. The other intervention that will be explored to improve employee performance is involving them in making organizational decisions. Employee input into the organizational decisions and strategies will be sought. The consequence will include employee satisfaction with their job, enhanced motivation, and empowerment to contribute to organizational success. The other approach will be ensuring open communication. An organizational culture characterized by two-way communication between the management and employees will be created (Seitovirta et al., 2018). The views, concerns, and issues facing the employees will be prioritized. Through it, they will feel valued, hence, motivated to play a proactive role in ensuring organizational success.
Integrating Rewards and Incentives to Remain Competitive
One of the approaches that will be adopted to ensure rewards and incentives remain competitive in the market and recruit and retain the employees is by incorporating them into organizational policies and culture. Incorporation will ensure the sustainability of the adopted rewards and incentive programs for the employees. The other approach will be reviewing the rewards and incentive programs annually and comparing them with the best practices in the marketplace. Regular review will provide insights into the best strategies for ensuring competitiveness and relevance of the incentive and reward programs used in the organization (Seitovirta et al., 2018). The consideration of the above strategies will result in enhanced employee retention and acquisition of the best skills in the marketplace.
Vision for the Overall Culture
The desired overall culture that I aspire to develop in my organization is a culture of excellence. The excellence is achieved by considering and prioritizing employee needs. It also entails involving them in making crucial organizational decisions to make them part of the organization. My desired culture also focuses on the provision of rewards and incentives to the employees as a way of motivating them (Schneider & Good, 2018). I believe that focusing on employee needs will result in their enhanced ability to provide care that addresses the prioritized needs of the patients. Consequently, the organizational vision of ensuring excellence in the patient care process will be achieved.
Overall, employees play a crucial role in contributing to organizational success. Managers and leaders should strive to identify and leverage employee strengths and skills. Rewards and incentives should be offered to employees to enhance their job performance and motivation levels. My desired vision and culture for the organization I work for is to ensure excellence by focusing on the employees’ needs.
Baljoon, R., Banjar, H., & Banakhar, M. (2018). Nurses’ work motivation and the factors affecting it: a scoping review. International Journal of Nursing & Clinical Practices, 5. https://doi.org/10.15344/2394-4978/2018/277
Dragusheva, S., Petleshkova, P., & Panova, G. (2019). Incentives motivating mentors and criteria for selecting mentors in the pre-graduation traineeship of future registered nurses. Open Access Macedonian Journal of Medical Sciences, 7(19), 3294–3297. https://doi.org/10.3889/oamjms.2019.714
Halldorsdottir, S., Einarsdottir, E. J., & Edvardsson, I. R. (2018). Effects of cutbacks on motivating factors among nurses in primary health care. Scandinavian Journal of Caring Sciences, 32(1), 397–406. https://doi.org/10.1111/scs.12474
Schneider, M., & Good, S. (2018). Meeting the challenges of nursing staff education. Nursing2022, 48(8), 16–17. https://doi.org/10.1097/01.NURSE.0000541402.97845.2f
Seitovirta, J., Lehtimäki, A.-V., Vehviläinen-Julkunen, K., Mitronen, L., & Kvist, T. (2018). Registered nurses’ perceptions of rewarding and its significance. Journal of Nursing Management, 26(4), 457–466. https://doi.org/10.1111/jonm.12571
Assessment Description (*** this is a continuous of previous assignment)
Throughout this course, you have analyzed your current work environment to identify the acquiring, developing, and training practices. Employees are the biggest asset and contribute to the culture and overall performance of the organization. This project requires you to determine how to leverage the human capital within your organization. Use the research you have complied throughout this course to determine how to appropriately develop and motivate your employees.
Develop a written proposal (1,000-1,250 words), discussing performance indicators, rewards and incentives, and a plan for motivating employees. Your proposal must include the following:
Describe tasks and performance indicators that contribute to the overall employee performance on the job.
How will you identify an employeeâ€™s strengths and skills to leverage their performance?
Develop strategies to improve employee performance. How will you provide employees with rewards and incentives for performance improvement?
How will you integrate rewards and incentives to remain competitive in the marketplace and recruit and retain the employees?
Describe a vision for the overall culture you aspire to develop in your organization, relative to the employees being the biggest asset.
Prepare this assignment according to the guidelines found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.