Dear Gaurang,
I am in agreement with the thought of Mr. Bhargava. In fact, when you referred "the latest practices in HR", what was/is in your mind? Here I would like to make few points - (1) The expectation from any HR Manager, inter alia, is 'to (i) recruit right person for the right job, (ii) induct him with proper training; (iii) assess and evaluate his performance and provide timely feedback for (a) motivation & (b) improvement; (iv) impart required training; (v) career progression and finally to optimally utilize the available man power resources in achieving the organization’s business goals'. We need to retain talents. How do we do it? Making them feel comfortable always or motivating them by providing adequate resources / facilities? All the HR practices, in my view, inter alia, are aimed at to achieve these objectives.
When we look for the latest HR practices, we should try to answer the following few questions which refers to the very basic HR practices and we can see as to how many “Yes” & “No” answers we are getting.
POSITIVE:
How do you ensure that we selected the right candidate with a half an hour to one hour interviewing process? Do you have a well defined recruitment process in place? Do you have an HR budget, including Welfare? Are you concerned about all the candidates who appeared for the interview? Did you respond to all the candidates who appeared for interview by sending a Thank you / Regret letter? Do you have a system of reimbursing to and fro fare to outstation candidates and his boarding and lodging arrangements? When a new person comes for joining, do you take care of his stay arrangements (free) for few days? Do you provide a mobile phone with activated SIM to your new employees? Do you provide a comfortable work place with facilities to new employee? Do you provide free pick up and drop or reimbursement of conveyance? Do you try to make him feel comfortable / feel at home? Do you provide free coffee/ tea at office? Do you have a canteen with subsidized lunch facility? Do you provide free evening snacks? Do you have an information sharing system (white boards with marker at the entrance of all floors)? Do you have indoor games facility at the office (TT, Caroms, Chess etc)? Do you have an external games facility at the premises (Volley Ball, Badminton etc)? Do you have a Gym? Have you provided a medical room with the facility of a consulting physician / specialist? Do you maintain ratio of male – female employees? Do you have a flexi timing system in your organization? Do you have a system of visiting employee’s family periodically? Do you ensure work-life balance of your people? Do you organize stress removal programs? Do you have a SPOC / Buddies system? Do you have a one-on-one system? Do you have an Employee Communication Forum? Do you have a self rating system? Do you provide feedback to your employees? Do you have a six monthly appraisal & reward system? Do you have employee recognition system? Do you credit your employee’s salary on the last working day of the month or before? Do you celebrate birth day/ anniversary of employees with their family? Do you allow people to leave without serving notice? Do you allow family members / children to visit the work place of your employees? Do you have facilities for the children to play around in the office premises? Do you have an ESat Survey system? Do you take your employee’s for outing? Do you allow your line managers/team managers to take out his team for dinner/ lunch periodically? Do you celebrate annual day or organize parties periodically? Do you have an ENWSWS (Employees’ Non working Spouse’s Welfare Scheme)? Do you organize health awareness camps? Do you organize blood donation camps? Do you organize donations to orphanage?
NEGATIVE:
Do you follow a dress code? Do you have an overlapping sitting system? Do you have regular extended working hours? Do you ask people to leave with ‘no notice’ for no genuine reason? Do you come under the pressure from the management to check out any disliking person (irrespective of the fact that he is a good performer)? Do you have trust on your people? Do you have any Service Agreement / Bond system? Do you take any undertakings/ blank cheque towards security at the time of joining? Do you indulge in litigation against the employees who left without notice?
I know organizations which provides free work environment to its employees with lot of facilities. Very well aware about the attitude of “Y- generation” . Ultimately the objective of good HR practices is to motivate & retain its employees for the benefits of the organization. Whatever employee engagement activities we chalk out involves monetary requirements. If you are working for a professionally managed organization, you may get the required budget/fund. However, things will be different if it is being managed by the owner himself but his expectations from HR will be high. How to tackle this situation will be a challenge to the HR Manager and he may probably look for new HR practices with less monitory involvement.
All the best,
From India, Jaipur
9I am in agreement with the thought of Mr. Bhargava. In fact, when you referred "the latest practices in HR", what was/is in your mind? Here I would like to make few points - (1) The expectation from any HR Manager, inter alia, is 'to (i) recruit right person for the right job, (ii) induct him with proper training; (iii) assess and evaluate his performance and provide timely feedback for (a) motivation & (b) improvement; (iv) impart required training; (v) career progression and finally to optimally utilize the available man power resources in achieving the organization’s business goals'. We need to retain talents. How do we do it? Making them feel comfortable always or motivating them by providing adequate resources / facilities? All the HR practices, in my view, inter alia, are aimed at to achieve these objectives.
When we look for the latest HR practices, we should try to answer the following few questions which refers to the very basic HR practices and we can see as to how many “Yes” & “No” answers we are getting.
POSITIVE:
How do you ensure that we selected the right candidate with a half an hour to one hour interviewing process? Do you have a well defined recruitment process in place? Do you have an HR budget, including Welfare? Are you concerned about all the candidates who appeared for the interview? Did you respond to all the candidates who appeared for interview by sending a Thank you / Regret letter? Do you have a system of reimbursing to and fro fare to outstation candidates and his boarding and lodging arrangements? When a new person comes for joining, do you take care of his stay arrangements (free) for few days? Do you provide a mobile phone with activated SIM to your new employees? Do you provide a comfortable work place with facilities to new employee? Do you provide free pick up and drop or reimbursement of conveyance? Do you try to make him feel comfortable / feel at home? Do you provide free coffee/ tea at office? Do you have a canteen with subsidized lunch facility? Do you provide free evening snacks? Do you have an information sharing system (white boards with marker at the entrance of all floors)? Do you have indoor games facility at the office (TT, Caroms, Chess etc)? Do you have an external games facility at the premises (Volley Ball, Badminton etc)? Do you have a Gym? Have you provided a medical room with the facility of a consulting physician / specialist? Do you maintain ratio of male – female employees? Do you have a flexi timing system in your organization? Do you have a system of visiting employee’s family periodically? Do you ensure work-life balance of your people? Do you organize stress removal programs? Do you have a SPOC / Buddies system? Do you have a one-on-one system? Do you have an Employee Communication Forum? Do you have a self rating system? Do you provide feedback to your employees? Do you have a six monthly appraisal & reward system? Do you have employee recognition system? Do you credit your employee’s salary on the last working day of the month or before? Do you celebrate birth day/ anniversary of employees with their family? Do you allow people to leave without serving notice? Do you allow family members / children to visit the work place of your employees? Do you have facilities for the children to play around in the office premises? Do you have an ESat Survey system? Do you take your employee’s for outing? Do you allow your line managers/team managers to take out his team for dinner/ lunch periodically? Do you celebrate annual day or organize parties periodically? Do you have an ENWSWS (Employees’ Non working Spouse’s Welfare Scheme)? Do you organize health awareness camps? Do you organize blood donation camps? Do you organize donations to orphanage?
NEGATIVE:
Do you follow a dress code? Do you have an overlapping sitting system? Do you have regular extended working hours? Do you ask people to leave with ‘no notice’ for no genuine reason? Do you come under the pressure from the management to check out any disliking person (irrespective of the fact that he is a good performer)? Do you have trust on your people? Do you have any Service Agreement / Bond system? Do you take any undertakings/ blank cheque towards security at the time of joining? Do you indulge in litigation against the employees who left without notice?
I know organizations which provides free work environment to its employees with lot of facilities. Very well aware about the attitude of “Y- generation” . Ultimately the objective of good HR practices is to motivate & retain its employees for the benefits of the organization. Whatever employee engagement activities we chalk out involves monetary requirements. If you are working for a professionally managed organization, you may get the required budget/fund. However, things will be different if it is being managed by the owner himself but his expectations from HR will be high. How to tackle this situation will be a challenge to the HR Manager and he may probably look for new HR practices with less monitory involvement.
All the best,
From India, Jaipur
Dear Sir,
There is no ideal HR practice in the world. HR practice is not a pure science to apply it universally. What is suitable for one organization may not be suitable for another organization as HUMAN needs and tastes differ from man to man and region to region and country to country. However, there are some common HR practices in the world which have to be implemented first and later as per the need of the situation HR practices can be modified. This is what done in every organisation in the world.
with regards,
R.Chandrasekaran.
From India, Madurai
There is no ideal HR practice in the world. HR practice is not a pure science to apply it universally. What is suitable for one organization may not be suitable for another organization as HUMAN needs and tastes differ from man to man and region to region and country to country. However, there are some common HR practices in the world which have to be implemented first and later as per the need of the situation HR practices can be modified. This is what done in every organisation in the world.
with regards,
R.Chandrasekaran.
From India, Madurai
Dear CiteHr Team Members,
Can any one can send me the soft copy of Judgement of Hon'ble Gujarat High Court in respect of ESIC Vs Arvind Mills . The judgement was given regarding exclusion of " Apprentices either appointed under Apprentices Act or engaged under Certified Standing Orders from definition of employees under Sect 2(9) of ESIC Act.
This judgement will have far reaching consequences because this category has already been excluded by Hon'ble Apex Court from PF Act.
Sincerely waits response .
Thanks,
AK Sharma
e-mail id :anilsv.11@gmail.com
Cell : 09619499687
From India, Mumbai
Can any one can send me the soft copy of Judgement of Hon'ble Gujarat High Court in respect of ESIC Vs Arvind Mills . The judgement was given regarding exclusion of " Apprentices either appointed under Apprentices Act or engaged under Certified Standing Orders from definition of employees under Sect 2(9) of ESIC Act.
This judgement will have far reaching consequences because this category has already been excluded by Hon'ble Apex Court from PF Act.
Sincerely waits response .
Thanks,
AK Sharma
e-mail id :anilsv.11@gmail.com
Cell : 09619499687
From India, Mumbai
Dear HR Colleagues,
Thanks a lot for your valuable inputs and responses. I really appreciate your help.
I am particularly thankful to Mr. KS Gopal for the insights provided in terms of positive and negative aspects of HR. I am sure these will come in handy in a big way for my presentation.
Now I would like to ask another question... Can you please share with me the latest inventions in HR? This is just for my personal learning and nothing to do with my presentation or implementation in my organization.
Regards,
Gaurang Shah
From India, Ahmadabad
Thanks a lot for your valuable inputs and responses. I really appreciate your help.
I am particularly thankful to Mr. KS Gopal for the insights provided in terms of positive and negative aspects of HR. I am sure these will come in handy in a big way for my presentation.
Now I would like to ask another question... Can you please share with me the latest inventions in HR? This is just for my personal learning and nothing to do with my presentation or implementation in my organization.
Regards,
Gaurang Shah
From India, Ahmadabad
Dear Gaurang,
You might have heard about “Generation Y”. (Gen-Y refers to the population group in the US born from somewhere around 1976 to around 2000). The expert says that though Gen Y population emerged in US first, yet, the characteristic got extended to other countries as well. Gen-Y people look for Freedom and empowerment. Their approach is “I want to see the world right now”. They believe in results and not in hierarchy. They believe in quality and not in quantity. They also believe in flexi timings – don’t believe in any policy / procedures, which restricts their freedom. They believe in No mentoring – Give it when asked for approach. Questioning cannot be tolerated but at the same time, they will be loyal to their work, produce the desired result within the allocated time. Gen-Y believes in “what is committed is fair”, asks “why variable pay”, more interested in take home, pay salary at shortest possible time, etc. Recognition and appreciation values much. Believes in communication thru facebook, google etc.. rather than e-mail. So in the current context, majority of the people employed in any organization may be considered under Gen Y population. Earlier 3 years were considered as good period to shift for career advancement whereas the Gen Y people believe in moving even within one year or so. As such, the HR Managers must have been facing hell of problems in coping up with their demands and satisfying them to retain. Keeping the latest trend in mind, few organizations have started concentrating more on Employee Engagement activities. This helps in motivating people and maintaining a high level of interest towards the organization. You may also try.
All the best,
From India, Jaipur
You might have heard about “Generation Y”. (Gen-Y refers to the population group in the US born from somewhere around 1976 to around 2000). The expert says that though Gen Y population emerged in US first, yet, the characteristic got extended to other countries as well. Gen-Y people look for Freedom and empowerment. Their approach is “I want to see the world right now”. They believe in results and not in hierarchy. They believe in quality and not in quantity. They also believe in flexi timings – don’t believe in any policy / procedures, which restricts their freedom. They believe in No mentoring – Give it when asked for approach. Questioning cannot be tolerated but at the same time, they will be loyal to their work, produce the desired result within the allocated time. Gen-Y believes in “what is committed is fair”, asks “why variable pay”, more interested in take home, pay salary at shortest possible time, etc. Recognition and appreciation values much. Believes in communication thru facebook, google etc.. rather than e-mail. So in the current context, majority of the people employed in any organization may be considered under Gen Y population. Earlier 3 years were considered as good period to shift for career advancement whereas the Gen Y people believe in moving even within one year or so. As such, the HR Managers must have been facing hell of problems in coping up with their demands and satisfying them to retain. Keeping the latest trend in mind, few organizations have started concentrating more on Employee Engagement activities. This helps in motivating people and maintaining a high level of interest towards the organization. You may also try.
All the best,
From India, Jaipur
Hi Satish,
As you have mentioned that the employees' will never satisfied. If we give cycle, they demand scooter, We give scooter, they demand for bike, we give bike, then they demand for car, if we give car, then they will demand for plane etc...
Means the expectations are always higher then present condition.
But for that I have good HR Practice.
It is of "ERS" i.e. "Employer's Reward System".
ERS means, at the end of the month the employer/HR can reward the employee by different way. It may be through:
1) Best Employee of the month
2) OTET - On Time Every Time Award
3) Best Department of the month
4) Best Achiever of the month
5) Most stable employee of the month
6) Best Team of the month
7) Best Team Leader of the month etc...
By the above way we can motivate the employee's to deliver the function at high level. But for all above the different criteria must be created and there should not be any discrimination. At every month each employee want to be in any list as above mentioned.
So this may help in the Organizational overall Development.
Regards,
VIRAL SHAH
(HR EXECUTIVE)
From India, Pune
As you have mentioned that the employees' will never satisfied. If we give cycle, they demand scooter, We give scooter, they demand for bike, we give bike, then they demand for car, if we give car, then they will demand for plane etc...
Means the expectations are always higher then present condition.
But for that I have good HR Practice.
It is of "ERS" i.e. "Employer's Reward System".
ERS means, at the end of the month the employer/HR can reward the employee by different way. It may be through:
1) Best Employee of the month
2) OTET - On Time Every Time Award
3) Best Department of the month
4) Best Achiever of the month
5) Most stable employee of the month
6) Best Team of the month
7) Best Team Leader of the month etc...
By the above way we can motivate the employee's to deliver the function at high level. But for all above the different criteria must be created and there should not be any discrimination. At every month each employee want to be in any list as above mentioned.
So this may help in the Organizational overall Development.
Regards,
VIRAL SHAH
(HR EXECUTIVE)
From India, Pune
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.
Innovative HR Practices-.doc