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 world is also experiencing global employability crisis especially in the country. To answer this problem, red-hot talents must(prenominal) be found. This can be achieved by renewing business and wariness strategies. This would also allow a program to enhance talent already in the company. Rewards and recognitions must be given any formally or informally. Other incentives may also be given. Successful implementation of these programs or strategies would move over to the success of the company. Keywords Rewards and recognition, valuing employees, global employability crisis Valued Employee Program Introduction People are definitely a companys superior asset because a company is only as good as the people it keeps. This is a celebrated quote from Mary Kay Ash, a very successful American businesswoman. For a company to be a globally competitive one, it should know how to make its people competitive at the same time erudite 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 satisfaction enjoyed higher return on investment. This is what our program wants to achieve. Satisfaction to the employee identical rewards, recognitions, benefits, incentives, bonuses and satisfaction to the company in terms of increased sales, revenues and profits and also credibility will be achieved. Labor Force Situation As leaders transition toward growth, there is an increased focus on human capital which involves identifying and actively engaging the most critical employees, rapidly aligning the workforce virtually change and ensuring getting most of the dollar they spent (Aon Hewitt, 2011). Also, according to ManpowerGroup (2011), talent becomes increasingly difficult t o watch heading towards a global employability crisis. This means lesser assets to the company. Companies must reconsider work models and workforce strategies to reach their business strategies. Old assumptions on 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 entail ofttimes effort to be put upon. It is becoming more and more difficult to find and engage the honest employees (Ascent Group, 2011). Thus, more jobs are being difficult to fill. Based from the 2011 Talent Shortage Survey by the ManpowerGroup, the pass along 10 Jobs Employers are Having Difficulty Filling Globally are as follows 1) technicians 2) sales representatives 3) skilled trades workers 4) engineers 5) laborers 6) management/executives 7) accounting and