Commitment & Loyalty means the degree to which individuals associate themselves with the job, the responsibilities and the organizational objectives and how actively engaged in they are in their work. Engaged employees are those who are fascinated by their work and committed to face every challenge to attain their goals. They are dependable, loyal and highly productive and therefore, are accountable for what they do. The best part is that they need less focus and attention of managers to perform their task as they themselves feel accountable for their job responsibilities and results attained. However, it doesn’t take much time for actively engaged employees to turn into disengaged employees if the organisation doesn’t have a well established reward system. Recognition is a basic necessity of individuals to remain steered up towards their job.
A strong diversity and inclusion strategy can help your organization attract top talent and drive innovative results. Diversity refers to the traits and characteristics that make people unique while inclusion refers to the behaviors and social norms that ensure people feel welcome. It is a set of behaviors that promotes collaboration and fosters the kind of inclusion that leads to the diversity of the workforce.
Organizational communication is how organizations represent, present, and constitute their organizational climate and culture - the attitudes, values and goals that characterize the organization and its members. It seeks to analyze communication needs of organizations and social interaction, understand its strengths and shortcomings, and to improve those processes.
The purpose of total rewards in the workplace is to reinforce particular behaviors, practices, or activities that result in better performance and positive business results. Companies use tangible rewards (monetary such as compensation and a benefits package) and intangible rewards (non-monetary such as recognition in meetings and events, work-life balance and development potential) to motivate employees and demonstrate that they are appreciated. Often, rewards and recognition take the form of extra compensation for employees who carry out the activities in their role description and meet their objectives. Rewards and recognition have many uses, but in general they help with 1) Shaping employee behavior and work ethic; 2) Giving employees the opportunity to share in the benefits of their work; and 3) Making employees feel like an integral part of the company.
The talent acquisition team is responsible for identifying, acquiring, assessing, and hiring candidates to fill open positions within a company. Employer branding, future resource planning, diversifying a company’s labor force, and developing a robust candidate pipeline are the cornerstones of talent acquisition. In some cases, the talent acquisition team is part of an organization’s Human Resources department. In others, Talent Acquisition is its own department that works in coordination with HR. The skill sets of effective talent acquisition professionals include sourcing strategies, candidate assessment, compliance and hiring standards, and fluency in employment branding practices and corporate hiring initiatives.