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Hi Friends,
I would like to thanks for all the senior people for their views.It is very helpful for junors.We have learnt many things form such kind of topic so i would like to thanks for starting such a good topic.
Associate Consultant

World over as a proportion HR Directors have much lesser board representation. However, the human element in Business is being recognized as the industry has moved from Welfare to Industrial to Capitalistic to welfare.

This in itself should allow HR Directors to do more for employees and specifically their HR Folks. Be it a huddle with the top team, Weekend Fun on the floor, active participation in events. While it is not just the HR Directors Job for developing all people in the HR team, it is the role of all HR People Managers to develop people reporting to them.

Effective means - Throwing challenging work, a mix of Role + Activities + New Projects, Ensuring that the employee has a feeling that they are learning new things. Engaging and Empowering them. Freeing up admin time through effective use of technology, so that strategic objectives can be met.

I think the most improtant one is Empower and Delegate and let People learn to take decisions while you provide the strategic direct and course correction.


Hi Tulasi and Sankalp,
Thanks for your compliments and views regarding HR. No doubt, HR, from being Labour Office status few years back is taking active role in the Management. It is for all of us to prove that HR is a Key Department in any Organisation.
Welcome other seniors to participate in the topic by posting your views.

Dear seniors,

thank you very much for giving a wonderful discussion. my great difficult i faced in life insurance sector when i worked in an life insurance company as a team leader or called as associate partner or business associates, my managers promise that they will give a great support for recruiting team leaders under me and agents under me. when i call about 10 to 15 candidates per day, as per the company policy my manager have to speak to them and make them to agree for a career in life insurance. my manager never co-operate with us and say some excuse for rejecting the candidates. generally i call only graduate or post-graduate, preferably MBA candidates from age 25 years.even if the candidates selected, they never turn up or comes only for 1 day training and even if i call the candidates they dont respond properly. this is because the managers dont handle the candidates properly and give them a wrong promises of permanent job in same company or as a salaries tele-callers.

How to tackle this problem

my request is to know how to recruit effective agents and how to handle them.
seniors, please help me to give a valid suggestions
thanks and regards


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