CRS advocates SCARF

CRS advocates SCARF model to employee engagement

CRS Technologies supports the SCARF model to employee engagement as an effective means to boost productivity, agility and operations within a digital business.

Nicol Myburgh, Head of the HR business unit, explains that within the context of employee engagement and the role of staff in business, each SCARF model element can increase or reduce engagement in an interaction.

SCARF stands for Status, Certainty, Autonomy, Relatedness and Fairness,” he explains. “It is significant because it speaks to people development and the internal and external resources employees rely on to develop and work to their full potential.

Status looks at the relative importance of people or how individuals perceive their own worth in relation to other people.

Certainty is about reducing ambiguity. The brain seeks certainty in order to make predictions; it is normal to want to know what will happen.

Autonomy is about the ability to rely on oneself and the perception of having control over an environment.

Relatedness is about connection and a sense of belonging, while fairness is the perception of being treated fairly.

Why is SCARF significant to a digital business?

“Not only does it help decision-makers develop an effective, sustainable employee management strategy, but it also helps employers enforce the strategy and measure the results,” says Myburgh.

“Consider the influence of trends like gamification, based on the application of game design elements in non-game contexts. The SCARF model for employee engagement takes this to a new practical level for businesses and people development.”

To illustrate, gamification brings in point systems and leader boards (status), a clear roadmap and real-time feedback (certainty), control of progress and direction (autonomy), multiplayer environments and teams (relatedness), and unbiased and unfiltered feedback (fairness).

“There is a lot we can learn from trends like gamification in business and how technology can transform systems to develop people,” says Myburgh. “We know an engaged employee is fully in tune with company objectives and operations, and how best to use resources to achieve these objectives. That is what drives a passionate, dedicated member of staff, and what differentiates companies in highly competitive industries in the new economy today.”

By applying the SCARF model with approaches like gamification and other tech-driven business development methodologies, decision-makers can attract, retain and maximise the investment in people.

CRS system offers risk-free talent administration with new employee engagement solution called Engage

Leading HR and human capital management specialist CRS Technologies has rolled out a new employee engagement solution, aptly named Engage, which offers risk-free talent administration and enables businesses to cultivate a rich, vibrant and interactive environment to inspire staff.

CRS Technologies maintains that in the digital economy and modern workplace, employee engagement is essential to boost productivity, reduce staff churn, improve customer satisfaction and enrich the company culture.

Citing Gallup research, which shows that only 15% of employees globally are engaged with their jobs, Ian McAlister, General Manager of CRS Technologies, says employee apathy is hurting business, and issues like the lack of recognition, little organisational transparency and a divide between senior management and the rest of staff represent ongoing challenges.

Risk-free talent administration

McAlister says risk-free talent administration, or that which enables the business to easily report and automatically reassess and reposition the HR function (with no risk to operations), has become the hallmark of progressive HR management and synonymous with advancing technically aware human capital management processing.

He adds, “It’s also about leveraging continuous and collaborative conversations with employees around shorter-term goals and identifying and resolving barriers to achieving goals, rather than simply ticking boxes about what makes a good employee. There is something to be said for organisations that are prepared to listen to their employees, relate to them, and develop strategic interventions that make them feel like an integral part of the business.”

McAlister continues: “Pioneering organisations are increasingly challenging the conventional role of performance management in the employee engagement space and seeking alternatives that serve to better inspire employees. It’s about turning the traditional staff appraisal on its head and coming up with more innovative ways of measuring performance. This is also where initiatives like employee wellness come in.”

To boost this wellness factor in the business and help companies encourage more ‘engaged’ staff, CRS Technologies has developed and introduced Engage to offer risk-free talent administration and management.

Engage solution incorporates several features

Engage incorporates several features designed to enhance this engagement, including strategic alignment of every employee, a central role library, dynamic grouping (outcomes across silos), flexible outcome measurements and dynamic reporting.

CRS Technologies says the advanced solution connects each employee’s job outcomes to the enterprise strategy drivers, and shares the impact of employees’ contribution on teams and the enterprise visually with every employee/team.

Enabling employees to contribute outcomes

Moreover, outcomes are assigned to roles managed from a central role library, and these roles are connected to employees. If roles are shared to a public library, these can be accessed by participating firms, and any outcomes from any role can be glued to any team (thus enabling employees to contribute outcomes to any grouping across silos).

The dynamic reporting feature means that reports can be easily configured to connect any outcome from any employee to any leader for any period.

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