I am Ratan Prakash, Sr Manager (HR), Telcon. I have seen many posts on all Kinds of HR Topics. But when it comes to designing and developing sensitivity to the specific needs of the organization as well of the employees it becomes a difficult and yet a very interesting proposition.

All of the HR professionals need to scan the environmental as well as organizational variables to perform the SWOT analysis for HR function.

Even the most meticulously performed SWOT analysis will still have some blind spots which can make or mar the contribution of HR strategy to the organizational strategy.

Designing and deploying effective listening and learning post provides first hand information from the stake holders which can be used in formulating and excecuting relevant HR strategies.

In the employee retention efforts we can use the exit interview analysis for specific employee segments based on demographic cuts like tenure, gender, age, grade,location,department, function etc.

Another intervention we can think of is the employee open form where the employees as customers of HR services can meet the HR head in small groups of 10 and provide their ideas on the following :

1. What makes 'tick' in the organization ?

2. What are your concerns / suggestions for improvements. What support do you expect from HR ?

This will give the 'pulse' of the organization and based on the ideas we can try to remove some of the blocks which are being perceived by the employees.

The homing pigeons. An interview of those ex-employees who were hi-fliers and want to come back to the organization. Here we can compare their comments given in the exit interview while leaving our company and the reasons for leaving his present company and re joining us.

Can we have your ideas on the listening and learning posts?

From India
Industrial Relations
Ratan Prakash
Human Resources Strategy


First of all accept my sincere thanks for initiating such a brain storming article on ibid subject. Your ideas for improving and developing the best HR Strategy are really applaudable.

Yes, Normally almost all the companies are doing the analysis on the Exit Interview, even the HR people approaches personally and asks the reason for leaving the job, by which they can logically analyse the issues for increase in employees attrition rate. It will obviously help the organisation to find out the solution of trained and experienced employees attrition.

Your Idea regarding Employee Open Forum, Instead of group of employees they can call per day 3 to 5 employees (as like mentor concept), the HR can ask for their Family Details, Educational Qualification, Technical Knowledge, Health, Entertainment, work atmosphere, problems, their goals, and motivate them for achieving their targets, Problems faced by the employee in work area officially and for personal requirements. An Employee Open Interview Form to be filled and signed by the Employee as well as the Interview panel members and HR Representative to that effect with their remarks. To find out the effectiveness of such interview conducted, can be enquired in the next Interview and it can be noticed in the next interview by seeing his activities and interest shown to attend the interview. The Form filled during the interview must be filed alongwith the employee personal file and it can be very much useful during the exit interview to analyse about the candidate's calibre.

About the reinstating the ex-employees, who were outstanding and top performers in an organisation, we must thoroughly enquire as to why they left this organisation and why they want to rejoin the same organisation back. Further the HR can do the background verification about reason for leaving the present organisation and rejoining the back to his old company.

Let us wait for the views/opinions of the other members regarding this subject.

From India, Kumbakonam

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views.

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