Explain how you motivate your human resource department employees, and how you assist them with reaching their professional development goals.

The best to motivate associates in any team is to create a learning and challenging environment model where we train them through an engagement program and recognize them. A program to list what i can think of now is as follows - 

Expertise Department Associate:

1. Select best performers for a particular sub-process of a department.

2. Gauge the level of learning of the best performers of a sub process and brush them to be effective in the process.

3. Set training time frame for various sub processes and allow the best performers to train the fellow associates in the department through participative approach.

4. Make standards for the program like: associates will be evaluated for the trained sub process by the department head, all trained associated to attain minimum rating as "good" in the process, the sub process performer will be held responsible for any flaw in the department process.

5. Now following a continuous learning model let the best performers of a sub process train for other cross processes in the department/ the associate attaining the highest rating will be next to train other department associates in the process till the time another associate attains the level as "good".

6. This process will finish when all in the team will attain the minimum to "good".

This will act as a associate involvement, engagement and responsiveness tool. 

There can be many other ways through which we can engage the employees where they value the time in the company, the learning and the work. 

Thank you.

1. Provide opportunity for Learning & Development.

2. Encourage them to produce good work for their organization.

Motivation is a daily approach by sharing them in most of the tasks and take thier opinion and thier feedback in the dept goals.

The best to motivate associates in any team is to create alearning and a learning and challenging environment model where we train them through an engagement program and recognize them.

there o-is always space to development by boosting hte morals, finding a deficiency gives us a chance to discuss, exolain and train for improvement. It a huge process but esy and straight if we feel and locate the proper reason, everybody wants to be batter. Lets be instrument for it.

Remember that employees are not a faceless mass.Offer solid benefits packages. Make sure that employee compensation is at least in line with what others in your industry are offering.Remind employees that they have a stake in the company’s performance.Set realistic goals.Reward good performance.

I always ensure there are funds in the business case for motiviation, be it small parties to celebrate milestones or catering at showcases along the delivery path. Social functions early in the project help stakeholders and team members mix and increase the speed from storming to performing. This usually allows project manager to identify extorverts and those who can become leaders during the initiative. I find it really helps morale to get one of these extroverts to present at one of the showcases to customers to ensure everyone's engagement and that they feel part of the journey, this includes everyone from sponsor, testers, human resource and developers.

1- increase their salaries

2- this will attract more qualified talent to replace current talent

3- workers will feel cared for

4- Every worker is entitled to one training course at least per year internally or externally.

There are different things that motivate an individual to work. boiling it down to just a few is almost impossible as every individual is different. As an HR manager you should be able to recognise which incentive motivates which employee. Is it money? Holidays? Bonding with colleages? Going on trips as an organisation? Flight tickets? Competition? Recognition?

You assist them in reaching their development goals by first knowing what their goal is, then traing them to reach that position, then maybe informing them of the education they would need to back their professional experience. There are plenty of things to do, but it is purely situation based. 

As we all know HR is a thankless job and more often we dont receive the appreciation on time or sometimes never. My strategy is basically I don't behave as a Manager to them i am always a coach/mentor. Team normally gets demotivated when they dont receive a way forward or a solution, thats where i pitch in on my own and work with them to resolve, two things happen the team knows they have support system and two they learn on the ground how to resolve issues. Most important thing is make them feel important, most of the managers do not involve their teams or their opinion but I do. I listen to the team as they are the ones who delivers your ideas on the ground.