Leveraging Human Capital: How to Develop and Motivate Employees

Leveraging Human Capital
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Leveraging Human Capital Introduction Productivity improvement is a significant concern in the contemporary business environment. Organizational output is a critical human resource (HR) function that enables the department to enhance productivity through operational performance management. Performance evaluation and management measures work performance as an essential component of effective HR management and a popular developmental strategy in the HR portfolio (Cruz Villazon et al., 2020). Moreover, employee performance is a crucial aspect of overall productivity in organizations, so leveraging human capital is significant for companies. In this context, culture, performance indicators, skills growth and capacities, motivation, engagement, and communication play an essential role in an optimal operational capacity. Performance Indicators in Overall Performance Performance indicators are substantial quantities that firms apply to calculate, compare, and control the overall performance. Quality is such an indicator since its level of superiority determines organizational success. Modern-day consumers want high-quality items at competitive prices. As a result, companies that can provide high-quality products at a lower cost have a competitive edge. Cruz Villazon et al. (2020) indicate that input, output productivity, and process quality are the three key areas where quality becomes verified. Customer satisfaction is another metric that contributes to overall performance. Client contentment boosts financial accomplishment by refining client devotion, diminishing price elasticity, and reducing marketing expenditures through word-of-mouth advertising. As a result, it minimizes transaction costs and strengthens brand recognition and image. According to Cruz Villazon et al. (2020), every organization’s success relies on the satisfaction of its personnel. As a result, customers become satisfied when staff members are comfortable and happy with their work environment, improving overall productivity. Identification of Employee Strengths and Skills The method to identify employees’ strengths and skills will be performance assessment models based on technical, engagement, managerial, and cognitive contexts. The assessment will follow a social media user profile evaluation since the information given by the employee demonstrates the nature of the worker (Cruz Villazon et al., 2020). For communication, interactions, and linking teams, most corporate firms employ social networks as a channel for executing this process. Employees create user profiles on these platforms and social media sites like Facebook and LinkedIn. They respond well to competition, which is a solid technique to determine their strengths. Cruz Villazon et al. (2020) add that it is a potent motivator that may highlight strengths and deficiencies numerically. Holding competitions inside and across businesses can be an effective and productive method to find natural leaders and those that excel in specific areas. Embracing self-awareness is a crucial step in identifying one’s strengths and flaws. The objective is to create self-awa...