Many organisations are still grappling with outdated models that were never intended to make humans as dependable, as the machines they served. It’s worth acknowledging the value of reliability focus, efficiency and discipline. However, it’s important to recognise that people bring their initiative, passion and creativity to the table. Unfortunately much of our systems were designed in a way that suppresses these qualities.

Studies indicate that 17% of employees feel truly engaged in their work. This issue stems from management practices than the capabilities of the workers themselves. Shockingly only one out of every five individuals believes their ideas and opinions hold significance. Additionally a mere one in ten employees claims to have the freedom to experiment or explore ideas.

If we genuinely want to unlock employees full potential this article indirectly suggests that we must invest in their development from an age. Ensuring they acquire skills for performing at their best is crucial not just during employment but also throughout their educational journey—from high school down to kindergarten.

This challenge goes deeper—it highlights the need for a system capable of equipping individuals, with the necessary skills demanded by the 21st century economy.
As we all know our educational institutions often fall short in achieving that. The issue lies in the fact that our organisations still operate under a system that primarily values credentials as the measure of a persons worth.

You’ll notice that companies which have successfully embraced the potential at the forefront share a common traits. One of them is teaching everyone to think with a mindset. For instance in airline companies during their onboarding process employees learn about the economics of the industry. They understand why factors, like load capacity and fuel expenses are crucial. Furthermore they always have an understanding of how their performance impacts these parameters because it directly affects their remuneration and bonuses. By instilling this business oriented thinking and providing employees with the autonomy to solve problems on the spot it becomes a self fulfilling prophecy. However, if you don’t offer people incentives or opportunities for growth or fail to invest in their business acumen most individuals tend to lose motivation. They leave behind their passion and initiative, at home. Become disengaged.
Yet the companies that have successfully harnessed this capability pay their employees above the average. This is not because of their generosity. Because their employees are actively engaged in solving intriguing problems and consistently going beyond expectations. These companies embrace automation without fear because their workforce is no longer confined to tasks. Instead they tackle challenges every day.

Unfortunately in the state of affairs it often feels like management treats employees as an evil or even as the problem itself. They convey a message that they don’t genuinely value their workforce and regard them as a burden, on their income statement. Their aim is to eliminate involvement and strictly control every aspect of work leaving no room for independent thinking or creativity. Any slight deviation from instructions could lead to replacement with someone else. Needless to say such an environment is not conducive for workers to thrive.

There exists a yet ingrained belief system, within organisations that views employees merely as tools hired solely to produce products and services. If you take a moment to consider it may seem like a concept. Within that small perspective lies the essence of humanity. Individuals who form the heart and soul of an organisation commonly referred to as human resources.

The goal is to create a company where every person has the opportunity to be a CEO because each individual is not merely a means, to an end but rather capable of managing themselves. Within any organisation one quickly becomes aware of the prevailing mindset. Wouldn’t it be better to invest in everyone and empower them with the skills to become inspired problem solvers? Incentives play a role for people. Unfortunately in organisations today there are incentives in place due, to an existing system that discourages independent thinking and initiative. Employees often believe they can’t truly make an impact. Some organisations treat their workforce as if they were children making it nearly impossible for individuals to develop their most basic abilities.

This is why this argument lies at the core of any field of endeavour. We must recognise that new problems cannot be solved using outdated principles if we do not understand the world in which workers operate.

Skills sought by employers
Regardless of the size, industry or location of an organisation there are core skills that HR managers look for. As the job market, in this field evolves so does the job description for HR professionals. If you’re considering a career in HR. Want to know what essential abilities and qualifications are required for success, our comprehensive list of skills related to human resource management will help you make a decision.

Effective communication skills
Being able to express yourself in both spoken and written form is crucial as an HR professional. Since they are responsible for the recruitment process, which involves conducting interviews effective communication is necessary.

Identifying talent is more than a skill learned in training; it requires planning, practice and intuition. As part of your role you need to share information, with others in the workplace. The better your communication skills, the more likely you’ll be able to thrive and contribute to a work environment.

Building training and development capabilities
In a growing workplace managing employees professional development is another responsibility of HR managers. They are tasked with providing opportunities that enhance performance and value. To improve workplaces it is important to provide employees with leadership and managerial training opportunities. This enables them to develop a range of skills and take on responsibilities thereby advancing their careers.

Effective management also requires the ability to strategically assess an organisations needs and attract and retain individuals who can fulfill those needs. HR managers need to have both a big picture mindset and attention to detail in order to successfully handle tasks. They should be planners who can make decisions based on data analytics regarding recruitment, training, development and retention effectiveness.

Creating workplaces involves providing real time data to employees so they have an understanding of how their specific role contributes to the overall business. Holding individuals accountable, for their performance is crucial as they have an interest in improving their areas of responsibility since it directly impacts their results. With performance being visible across the organisation there is no room, for performance or mediocrity. Everyone is expected to contribute towards shared goals while working on projects that align with their interests and beliefs. This helps maintain a motivating environment where commitment thrives.