Measurement of People Equity - Essay Example

It has been viewed that the business organizations intend to invest substantial amount for managing human capital for the purpose of investing their valuable resources wisely. The different business organizations generally focus upon the aforesaid constituents of people equity in order to increase their operational standards as well as business performance by a significant level. In relation to assess people equity, a survey is often regarded to be a better tool for measuring people equity. This is due to the reasons that a survey is generally cost-effective to acquire information from the respondents relating to people equity and most importantly it facilitates to distinguish between high and low performances.

Moreover, the tool of survey not only estimates the elements of people equity but also its drivers along with enablers. Additionally, one of the major advantages of using a survey tool in order to measure people equity is that it swiftly captures all the three valuable constituents of people equity which ultimately assists the organizations to successfully measure their people equity. Conversely, there also lay certain significant drawbacks while using a survey tool to measure the constituents of people equity.

The drawbacks include inflexibility, difficulty for the respondents to recall valuable information against any sort of controversial questions, probable chances of vagueness and misconceptions (Schiemann, n.d.). Determination of Employee Perception The aspect of employee perception is primarily considered to be an imperative feature which tends to make vast difference in maintaining the workplace quality. On the basis of the responses to the questionnaire relating to people equity, whether the “perception is reality” can be determined by taking into concern certain valuable conditions.

In this similar context, whether the “perception is reality” can easily be determined if the personnel of a particular organization bear the appropriate behavior with the strategies of the organization and if the staff possess the talents as well as necessary information as well as resources to implement the organizational strategies. Moreover, whether the “perception is reality” can also be determined if the employees of the organization bear superior level of commitment along with involvement in completing their respective job tasks.

There lie certain effective practices in order to handle employee perception when the concerns of the employees are not believed to be valid. In order to handle employee perception, the organizations should direct or administer their working personnel to possess the accurate behavior aligned with organizational strategies. Moreover, the organizations can handle the perception of the employees by providing effective training along with valuable information to the employees for the purpose of executing business strategies.

In order to assure the concerns of the employees, the organizations might provide the disconfirming evidence that by not directing the employees to possess exact behavior aligned with organizational strategies, the organizations cannot invest their valuable resources wisely in relation to people equity (Mardiana, 2012). Priority of the Actions Relating to Public Equity In relation to people equity, the highest priority actions include the introduction as well as the development of human resource (HR) systems and formation of innovative technological advancements.

Moreover, the other priority actions include organizing a sound organizational structure and effective leadership. These particular actions need to be executed by the business organization in order to diminish significant gaps in alignment and engagement of the employees. Moreover, apart from diminishing