Query
Listen and respect
It is likely that line managers will have different views and attitudes to taking on the more transactional elements of HR tasks.But this does not mean their views are any less important. Taking the time to properly listen and provide a platform for discussion will help build an effective working relationship. If Line managers feel their views are taken on board, they will have greater buy-in to new challenges.


19th August 2011 From India, Madras

PARTICIPATING IN DISCUSSION:
V.Raghunathan
Process Industry Consultant.soft Skill Specialist.
Boss2966
Industrial Relations
Bharathi_83
Hr- Business Partner
ShabbarSuterwala
Corporate Soft Skills Trainer, Business Coach,
Krishan Kapoor
General Manager Hr
Vivek_hr
Human Resource
Namber
Hr Payroll Software
Venkatarun
Human Resources
Raghadeepthi
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Moonaasa
Head Of Recruting Company
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+6 Others

Good Evening Bharathi
Please accept my sincere appreciations for this nice initiation made by you. As like Daily Contributions by Mr. AVS, Did you Know by Mr. Arun and Stories and Quotes by Mr. CRK, your this thread also must come daily.
Your interest towards imparting knowledge to the members is highly appreciated and please keep on imparting the knowledge to all our members.
All the best and God Bless you dear.
19th August 2011 From India, Kumbakonam
Today's HR Tips on ---Support
Make sure the HR department is there to support its managers when needed and more importantly make sure line managers know HR is there to support them! It may seem obvious but regular training is essential to make sure managers are confident and up to date with their responsibilities.
Even after training it is essential that HR are available to answer questions, setting up a dedicated email address and/or phone number will provide a clear support system for line managers.
23rd August 2011 From India, Madras
Very right Bharathi...If we, HR People can positions our self in the mind of Line managers/production staff like we are there to support them and not just administer.......nothing can be big motivation than this.
Recently our G.M told us, Ground staff/production staff are the reason of our existence. we must be supportive to them. :)
23rd August 2011 From India, Karnal
Todays tips on : Make HR’s role and contribution clear.
It is often hard to see a visible benefit in HR transforming itself into a strategic function and repeatedly many managers feel they are just being given more work to do without understanding the benefits to the business.Explain the role of HR as a strategic partner and showcase the benefits that it can bring to your organisation. Provide examples of how HR can add value to the business on a strategic level now that it has moved away from tactical activities.
24th August 2011 From India, Madras
Dear Bharathi,
REally a Nice Tip of the day!
To cope up with the latest changes and advancement, HR people have to get in to transformations, and One of the greatest challenges for today's human resources professional is to move past merely performing administrative functions and to becoming a strategic partner.
Thank you.
24th August 2011 From India, Karnal
Today's HR Tip is - Appraise your staff regularly An effective appraisal system should allow for realistic, but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to give an opportunity to identify training and development. Consider who is best placed to carry out the reviews - in some cases it may be more appropriate to use a middle manager.
25th August 2011 From India, Madras
Nice Tip Bharathi. If the Appraisal System is effective in an organisation, then the attrition rate will be nil or less.
The Outstanding Performers will be retained and the average performers also try to reach the outstanding level by which the win win strategy will be achieved.
Thanks for your tips Bharathi and keep on sharing.
25th August 2011 From India, Kumbakonam
HR Tip of the Day: Create a culture of good leavers Hold exit interviews, particularly for key staff, which will help you identify any problems going forward. The aim is to create a culture of "good leavers": this is the type of person who will flag up any problems beforehand, tell you about concerns with work, and once they've left, will not say negative things about the company.[/B]
26th August 2011 From India, Madras
Dear Bharathi
For the people leaving the company, there must be an exit interview, in which the HR also must take part. It is the duty of the HR to find out the actual reason for leaving the company. The exit interview procedures must periodically be reviewed and the analysis report must be brought to the notice of the Top Management, so that the problems, if any, may be sorted out to the existing employees and made them to feel comfortable in work place.
Further the people leaving the company, also must feel that their grievance have been heard by the company and if the company clear the outgoing people without much hindrances then there will not be any illfeeling in the minds of the resigned staff, which will keep up the raport of the company too.
Thanks for sharing and teaching us on the HR Tips Bharathi.
All the best
26th August 2011 From India, Kumbakonam

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