Hi,
I wanted to know something about the sense of belongingness in the company. In fact what I intend to know is that how the company should act when a chunk of it's employees feel that they are not actually a part of the company, which I understand is specially true for those workers who are not under the direct payroll of the company. The employees who have been hired through some agencies and working for some MNCs they fail to identify themselves either with the agency or that of the MNC.
I would like to know what should be the policy of the company in this regard.
c_dg
From India, Calcutta
I wanted to know something about the sense of belongingness in the company. In fact what I intend to know is that how the company should act when a chunk of it's employees feel that they are not actually a part of the company, which I understand is specially true for those workers who are not under the direct payroll of the company. The employees who have been hired through some agencies and working for some MNCs they fail to identify themselves either with the agency or that of the MNC.
I would like to know what should be the policy of the company in this regard.
c_dg
From India, Calcutta
Getting a sense of belonging is not a matter of formulating a company policy. The company needs to develop a culture of engagement – as Vinay has pointed out. In short, when it comes to contractors, supervisors and managers will need to treat them as much like an employee as possible. This includes inviting them to participate in meetings, social events, goal-setting, etc, to name but a few activities.
A number of consultancies have run international engagement surveys over the years. Part of the purpose of these is to find out what engages employees, and are a rich source of actionable items that companies can use to engage their own people. You can look up the work of BlessingWhite, Gallop, Hewitt, Seek, Corporate Leadership Council and Towers Perrin.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
6A number of consultancies have run international engagement surveys over the years. Part of the purpose of these is to find out what engages employees, and are a rich source of actionable items that companies can use to engage their own people. You can look up the work of BlessingWhite, Gallop, Hewitt, Seek, Corporate Leadership Council and Towers Perrin.
Vicki Heath
Human Resources Software and Resources
http://www.businessperform.com
From Australia, Melbourne
This is a long drawn process. You need to continuously demonstrate that there is no difference between the Coy and Outsourced (Hired) employees.
They need to be treated equally in working time, facilities usage,and other compensation and facilities areas.
It should not be like a citizen and green card holder treatment to mention in known parlance.
HR should play a major role in reducing the psychological gaps by arranging frequent interactions and their importance and contribution to the businesss.
They should find an equal place in all annualday, recreation activities, spl events and coy functions.
This should be a cotinuous effort.
ravichandar m v 8)
From India, Madras
They need to be treated equally in working time, facilities usage,and other compensation and facilities areas.
It should not be like a citizen and green card holder treatment to mention in known parlance.
HR should play a major role in reducing the psychological gaps by arranging frequent interactions and their importance and contribution to the businesss.
They should find an equal place in all annualday, recreation activities, spl events and coy functions.
This should be a cotinuous effort.
ravichandar m v 8)
From India, Madras
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Common Sense rules.doc
Laloo Prasad Yadav - school of common sense management.pps