Valued Employee Program Essay Example | Topics and Well Written Essays - 2000 words

Valued Employee Program - Essay Example?....10 References.12 Appendix...13 Appendix A...14 Abstract Due to the global recession, the humans is excessively experiencing global employability crisis especially in the country. To answer this problem, new talents must be found. This can be achieved by renewing business and management strategies. This would also include a program to enhance talent already in the company. Rewards and recognitions must be given either formally or informally. Other incentives whitethorn also be given. Successful implementation of these programs or strategies would contribute to the success of the company. Keywords Rewards and recognition, valuing employees, global employability crisis Valued Employee Program Introduction People are definitely a companys greatest asset because a company is only as good as the people it keeps. This is a famous quote from Mary Kay Ash, a rattling successful American businesswoman. For a company to be a globally competitive on e, it should know how to make its people competitive at the same sentence knowing how to keep them for long-term. This means having or discovering new talents and also giving rewards and recognitions to employees. According to Gallop (2006) as cited by Ascent Group (2008), companies with high levels of employee joy enjoyed higher return on investment. This is what our program wants to achieve. Satisfaction to the employee like rewards, recognitions, benefits, incentives, bonuses and satisfaction to the company in terms of increased sales, revenues and profits and also credibility pull up stakes be achieved. Labor Force Situation As leaders transition toward growth, there is an increased focus on human capital which involves identifying and actively loving the most critical employees, rapidly aligning the workforce around change and ensuring getting most of the dollar they spent (Aon Hewitt, 2011). Also, according to ManpowerGroup (2011), talent becomes increasingly tricky to fi nd heading towards a global employability crisis. This means lesser assets to the company. Companies must reconsider work models and workforce strategies to execute their business strategies. Old assumptions on body structure and organization of work plus the development of talent must be changed so as not to put the business in danger. These new strategies implicate much effort to be put upon. It is becoming more and more strong to find and engage the right employees (Ascent Group, 2011). Thus, more jobs are being difficult to fill. Based from the 2011 Talent Shortage Survey by the ManpowerGroup, the Top 10 Jobs Employers are Having Difficulty Filling Globally are as follows 1) technicians 2) sales representatives 3) skilful trades workers 4) engineers 5) laborers 6) management/executives 7) accounting and