HR ChangeKategorie: Media i internet Liczba wpisów: 1, liczba wizyt: 1092 |
Nadesłane przez: jonjones dnia 13-04-2021 09:35
HR Change
Nakheel Properties is a company located in Dubai, UAE, which specializes in the property development projects and implementation of real estate strategies. Its portfolio is enriched with projects in the area of hospitality, residential buildings, retail, leisure, and other sectors. In 2011, the Board of Directors entrusted the legal ownership of the company to the Government of Dubai due to financial restructuring (Nakheel Properties, 2017). At the moment the company is in need of effective HR techniques that might help in motivating the employees to work harder and to improve the performance across the departments. Considering the goals and the challenges faced by the company, the tool should be innovative and multifunctional at the same time, as its efficiency should be primarily judged by the time needed for its implementations, the reached outcomes, and resources spent on it.
The increase of performance among the employees, as well as their willingness to come to the workplace, largely depends on the corporate culture that is cultivated at the company. Therefore, one of the HR techniques that might be used to improve this environment and to ensure the growth of productivity among the employees provides for the creation of the platform for sharing one’s experience among the employees. It might be both structured and unstructured . On the one hand, the HR specialists might focus on developing an internal system of mentoring and education to help the employees, especially those who have just joined the company, to navigate through the business processes and succeed in it (Shafique, 2012). Moreover, the mentoring program as a part of sharing of experience among the employees might greatly contribute to the building of the relations among the employees and a better integration into the work-related processes. This program might also be effective in terms of narrowing the gap between the millennial workers and their older colleagues. It is widely known that the millennial generation possesses different abilities and skills, including strong computer literacy, the ability to successfully communicate within different contexts, the knowledge of how to operate the databases and lead in a quite controversial environment. In fact, if they are combined with the skills that the older employees possess as well as the privilege of their work experience, this will lead to greater productivity and a professional synergy.
Establishing a forum for sharing valuable personal data and insights on certain subjects might also be quite effective for building the internal community of the workers and assisting them in solving the problems that they confront on a daily basis. Such a program might be initiated by the HR staff and then supported by the employees (Shafique, 2012). The topics that might be covered by the speakers can relate to both professional issues and hobbies. For instance, the speaker might share his or her issues in regard to the communications or working with the European or other Western partners; the topic might also concern the real estate businesses or the industries that relate to it or influence it. Sharing personal stories or the insights gained about the nuances of house construction, heating, raising children and other topics that are important for all the employees regardless of their position within the company also encourage the growth and facilitation of interpersonal relations among the employees (Lawrence & Weber, 2016). It builds up their expertise in a variety of areas and creates the feeling of gratitude when they encounter a certain problem and already know the solution to it. The pool of the speakers also will later represent the database of the inside experts that might be contacted and consulted with if the need arises.
The results that are expected to be achieved from the launching of this education HR technique are multifunctional. First of all, it aims to decrease the pressure that is experienced by new employees when they just enter the company. The mentorship program might help them to integrate better and to understand the ins and outs of the business . Secondly, it will assist them in establishing the first meaningful contacts in the new working environment. The informal tips and pieces of advice will also help them in building expertise in the work-related field and upgrade the relations or communications with the key clients . From the organizational viewpoint, it will greatly contribute to the strengthening of the company from the inside, since one of the greatest strengths of organizations is their personnel and its performance and expertise in real estate. Apart from that, if implemented properly, it will result in building of strong personal ties among the employees and the decrease of the turnover rate. The personal attachments have long been known as the most effective tools for keeping professionals at a particular company regardless of the competitors attempts to bribe and drag them to their company.
The implementation of the program might be carried out in several steps. At first, it would be necessary to create a database of those who are willing to mentor others or to share their professional and personal experiences and insights. In case if the employees join the program voluntarily, a joint meeting should be held to agree upon the schedule and the outreach of the program in order to ensure that it will not affect the job performance of the employees. In case if the schedule is adopted, the HR specialists should then communicate the new opportunities to all the employees, stressing on the potential benefits and advantages that might be obtained from it. In case if the employees are not willing to volunteer, the HR department might establish funding to encourage the employees to spend their time and energy for the organizational growth or create the scheme of non-monetary compensation for the enthusiasts.
Considering various motivational theories and paying attention to Maslow’s classic view on stimulation of human beings, it seems that this program should be effective and in demand by the employees Its primary focus is on building the ties among the employees from various departments, cracking the possible barriers that have existed among them for certain reasons and sharing the important professional and non-professional insights or lessons that they have earned through their lifetime. The employees who work for Nakheel Properties enjoy sufficient and abundant financial bonuses kindly provided by the company. Therefore, the primary level of the needs for safety and other existential needs is satisfied. The following levels provide for the satisfaction of need in belonging to a certain group and social recognition. Both of these categories might be satisfied through the participation in the offered program. Therefore, one may argue that it would be effective and reach the goals that have been set.
In conclusion, the strong mentorship program and the platform for sharing one’s experiences are the HR techniques that will help to increase the performance rates at Nakheel Properties. Additionally, it will make the company more resistant to crisis and other negative economic implications as well as high turnover rate through strengthening it from the inside by building employees expertise on a variety of issues and facilitating the establishing of personal contacts among the employees. This article was composed by Jon Jones . Works you can see here https://primeessay.org/free/Research/the-late-student.html and i think that i help you !