5 Tips on How to change Human Resources into Human Assets

Investing in our people is more crucial than ever given the constant challenges we are facing in the world together with the increasing influences from digital and AI technologies. Any changes or adaptions made in the business would need human effort in making it a success.

Invest in them. Help them enhance their propositions to enhance the propositions of the company. After all, the ultimate driving force behind the value of many of the companies’ assets is our human assets.

Treat them right and they will make great things happened. Here are the 5 tips on how we can do that.

Focus on People.

Most of the training programmes focus on improving the skills or knowledge to perform a better job and we wonder why employees aren’t always so keen on them. When there is a personal interest in what we learn and do, naturally we get more motivated.   

Shift the focus of the programmes to Self. Help them understand WHO they are, gain better clarity on the life they want to lead and help them remove tangible and intangible obstacles. Guide them to explore. Show them how to relate and apply their profound and personal insights gained in their life to make the workplace a productive and happy place. 

Human assets are the ultimate driving force behind the value of all assets. Invest in them.

Think long term. Not a one-off.

To create and cultivate true human assets, this needs to be done with a long term strategy; just like the products or services we offer to our customers.  

Having accountability groups will help to ensure everyone in the company is part of it regardless of their seniority. Have measures and reviews done consistently. Openly highlight and recognize any progress and improvement made by individuals or groups to reinforce and enhance the overall and long term impact in the alignment of the corporate culture.

ROI on Happiness.

If our people perform well but are not happy or satisfied overall, imagine how much better they can and will do when they feel happy and satisfied? 

Measuring the Return on Investment (ROI) on performance/productivity along with the happiness satisfaction can reveal great insights on how best to motivate our people individually, based on what truly works for and motivates them, not what the company thinks will work for them or can do. 

The ROI is always high with a short term view. Cultivating a company culture takes time. Developing great products takes time. Developing people also takes time. But they pay off over the long run when executed right.

A happy and supporting working environment is priceless and a key element in attracting and retaining talents. Treat our human assets right and they will make great things happened.

People-focused HR Dept.

HR Depts are often people running through the mills – ensuring payroll is made, performance appraisal is done on time, headcount is within budget etc. It is mostly administrative. Many HR staff have the experience and ability to work with people but may not be doing so without direct and apparent encouragement and support from the top.

Encourage and equip the HR Dept to suggest how to increase the quality of talents based on what they know and can find out about them, with a focus on WHO our people are and what their potential is rather than what they have done and are expected to contribute.

Many amazing talents can be well hidden within the company. When we give space to enable people to be more than what the job descriptions are, we may find many hidden treasures.

Unique Offerings.

Offering unique incentives is a great way to make the company stand out and attract and retain human assets. We constantly look for ways to enhance our products and services to attract and retain our current external customers and why don’t we take the same approach with our internal ones, that is our people?

Companies such as Google, offering maternity leave for fathers, and 3M, 15% of the working time can be used for new research or inventions outside of the dedicated tasks, are great examples showing how these can enhance the company image and attract great people.

Possibilities on the unique offerings are endless. Why not get our people to brainstorm and come up with a set of unique ideas for the company?