Hussain Zulfikar
Hris Implementation, Payroll, Recruitment,
Cite Contribution
Community Manager
Hrishi
Service
Sakina_Husain@satyam.com
Recuitment, Training.

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Greetings,
The biggest challenge to restart an intervention is getting sponsors for it . Incase you already have it , you need to set the crediblity with your employee base . Request you to create the participative model where employees and leaders became process owners within thier limits.
The areas for discussion should be the bottlenecks in different processes and suggestion to troubleshoot it . Please do keep an agenda in mind or else it would end up being a complaint session about the reporting lead, cafeteria and the logistics !
Wish you all the best !
Regards,
(Cite Contribution)

Hello Seniors,
I am fresher who joined this steel company some months back. We(HR Dept) are thinking of reviving "Meet Ur HR" which was discontinued before i joined this co. Now i have two questions in my mind.
1. What will be the possible challanges in reviving this discontinued intervention?
2. What topics should be covered under this intervention?

Hi
For the 2nd question posted, I suggest that, you orient yourself with all Policies and procedures related to workforce like leaves, compensation, promotion, complaints procedure, hiring etc, also keep your self informed of your extent of authority, in order to ensure that you are not committing or making promises for anythin you are not authorised to.
Make notes of information exchanged and conclusion drawn or agreements made.
From HR department you can lead the meeting by providing an agenda for the meeting, to discuss concerned topics. prepare your self with information, so that you are able to address questions promptly. Keep yourself updated with happenings in the company.
This are my personal opinions, you shall also refer to more expert advises from the seniors in this forums.

Hello,
May be you can draft a questionaire with objective questions, which are related to general concerns like leaves, logistics, cafeteria, pay structure, appraisal, promotion etc. It will be easy for the HR as well as the individual to discuss the issues by concentrating on that sheet.
Also, the questionaire should be filled before hand and sent to HR, so that they can also prepare themselves for the answers.

Meet your HR is an excellent concept, provided your Top Management and Line Management is open to discussion and learning from criticism and trying to understand the cause of possible criticism.

In meet your HR, many of the illusions can be easily erased from minds of employees.

Its something like when you are feeling heavy on your stomach, you feel like puking, unless you throw up you still feel heaviness. In meet your HR too people who are suffocated with some issues or other be it functional in nature or ones that relates to Management they will find the meeting fruitful to open up their pandora box.

Keep no agenda and say in your opening lines that you are looking at meeting and trying to understand as to how things are working in their area and whether they are happpy working for ___ organisation. If they have any suggestions to improve upon, then this is a medium wherein one can speak up.

BUt BEFORE DOING ANYTHING AND CALLING PEOPLE GATHERING DATA AND THEN MAKING FOOL OF HR, TAKE AN OATH FROM YOUR OWNERS/DIRECTORS/LINE FUNCTIONAL HEADS THAT THEY ALL WILL ACCEPT CRITICISM WITH A VIEW TO CHANGE.

Hello Seniors,
Thank you all for the suggestions. these suggestions have given me an framework on how to proceed. These suggestions also highlighted some points which i missed. I'll keep you posted on the results of this revived intervention.
Thanks
Hrishikesh

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