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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.

From India, Madras
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.
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.
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. :)
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.
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.
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.
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.
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]
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
From India, Kumbakonam
Very True Bharathi :) Exit interviews are seen by existing employees as a sign of positive culture. thnx
From India, Karnal
HR Tip of the Day: EMPLOYEE PERFORMANCE: To get the best results from employees, give them the opportunity to develop their self-efficacy by allowing them to build their skills through training and practice.
From India, Madras
Yeah Bharathi
Alongwith training for the employee, one must get opportunity to work on the subject in which he got trained. Then only the employee can gain more knowledge on the subject. Only training will not solve the purpose.
Nice sharing dear. Keep on sharing
From India, Kumbakonam
I do agree with you B.Maru and Bhaskar.
A simple mantra about the 'training' is: Train Lavishly.
I wish to share you here a good PPT by Ms Chitra Krishnan which is extensive but useful to all HR practitioners.
Training & Development Ppt Presentation <link updated to site home> ( Search On Cite | Search On Google )
Thanks for your tips.
AVS
From India, Madras
Regarding Notice Period
For employees normally the details of notice period will be available in the Offer of Employment or Appointment Letter issued to the Employees.
For workers engaged in construction, manufacturing, mining, shops and commercial establishments, textile industries, etc (covered under ID Act) will be covered by ID Act. IT company workers also getting covered under Shops and Commercial Establishment Act, hence will be covered under ID Act.
From India, Kumbakonam
Dear Bharathi
Normally IT Field is a highly paid industries. So the employees cannot be covered under ID Act and they are not covered under the purview of Workers. The Notice period details will be available in their Offer of employment/appointment Letter or in the HR Policies of the concerned company. But the aggrieved employee can approach the Court of Law by filing a civil suit.
From India, Kumbakonam
Hey! Firstly, Thanks for a good HR Tip.
Secondly, regarding notice period, however not much idea of IT industry, its in our (Manufacturing facility covered under ID Act) case 15 days during probation period, and 1 month after confirmation by either party or salary in lieu of that, in case of top management position it is up to 3 months.

From India, Karnal
HR Tip of the Day: Timing of communications: When you are trying to communicate with any audience, timing is vital. Don’t try to communicate with your line managers during the busiest time for the business because it is unlikely you will be heard. Pick your moments to communicate carefully!
From India, Madras
HR Tip of the Day: Give praise: This may sound obvious but it’s important for line managers to feel valued in the role. If your line managers have implemented a new policy successfully, engaged employees effectively, or are just are just doing a good job, make sure you tell them!
From India, Madras
Timely Communication, As majority of managerial cadres are working on their mood, we must obviously see their mood, work free time, tension free time, etc, to communicate. otherwise it will be of no use.
Give Praise, We must praise and we must be praised for the good work done. It will work as motivating factor and further it will lead to get more productivity.
Thanks for sharing Bharathi.
From India, Kumbakonam
Dear Pranavi
Please find the links for the following threads
Daily contribution by Mr. AVS : https://www.citehr.com/355324-daily-...#axzz1W7Guul3s
Amazing Quotes by Mr. CRK : https://www.citehr.com/312447-amazin...#axzz1W7Guul3s
Stories.... Stories..... Stories by Mr. CRK : https://www.citehr.com/311518-storie...#axzz1W7Guul3s
Did you Know by Mr. Arun : http://citehr.com#axzz1W7Guul3s
You can regularly follow these threads and post your comments, which will be a motivating factor for the posters.
All the best.

From India, Kumbakonam
Dear Mr. AVS
Here giving a feedback, comments, reply, etc in a thread is equivalent to the applause of the mob for the stage performers, which is more than the rewards and money they get.
I have given the daily motivational and knowledge sharing thread links which will be useful for everyone in the forum as a guidance to our member Pranavi.
Anyhow you are most welcome Mr. AVS.
From India, Kumbakonam
Dealing with Toxic Boss

Employee Engagement “Employees don’t leave their company—they leave their boss” says the author of a recent Florida State University study of 700 workers. The study revealed that many employees believe their supervisors don’t give credit when it’s due, gossip about them behind their backs, and don’t keep their word. This is costing companies millions of dollars in unnecessary employee turnover costs such as the time and energy spent on recruitment and training new employees!

Among the findings of the study, the following were reported by participants:

1.39 percent: Their supervisor failed to keep promises.

2.37 percent: Their supervisor failed to give credit when due.

3.31 percent: Their supervisor gave them the “silent treatment” in the past year.

4.27 percent: Their supervisor made negative comments about them to other employees or managers.

5.24 percent: Their supervisor invaded their privacy.

6.23 percent: Their supervisor blames others to cover up mistakes or minimize embarrassment.

So here is today’s Daily HR Tip. Four tips for employees who want to deal more effectively with a toxic boss:

1.Don’t take it personally. It’s difficult to understand how someone can be mean spirited, unprofessional, or even abusive. But if you try to understand your boss’s perspective it may help you cope with the behavior more effectively. And realize it’s not about you—people who are abusive are almost always that way with others, too.

2.Draw a line. When a behavior is clearly inappropriate or abusive, stand up for yourself. At some point, no job is worth being harassed or abused. And you may find standing up does not cost you your job—it has a good chance of ending, or at least reducing, the poor treatment.

3.Don’t sabotage. If you take revenge, you become part of the problem.

4.Be patient and take notes. We’re not suggesting a palace coup to unseat your boss—that strategy can go very wrong—but you may find it useful to have notes at your disposal should the boss shine the spotlight on you.

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AVS
From India, Madras
HR Tip of the Day: Job Rotation for Employee Motivation: Look for opportunities in your organization to introduce job rotation as a way of maintaining employee motivation and providing cross-trained, more flexible employees. Focus initially on jobs that have a high level of repetitive work but be prepared for some short term downsides such as more time spent in training and answering employee questions.
From India, Madras
Great tips B.Maru and thanks for sharing.
The 'job rotation' is a tricky one and mangement needs to be careful while implementing in the organisation.
The Pros & Cons are:
Employer Employee
Pros: Identify the best fit Eliminates monotonous
Increased procuction Exposed to new jobs
Reduced Absenteeism/ Turnover Improves creativity/Innovation
Cons: Wage Disparity Mindset for not learning the new job
Continuos Training Not willing to share things with others
These are generalised,but varies with situation/organisations.
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AVS
more at http://citehr.com#ixzz1WV5fjrSq
From India, Madras
Dear Bharathi
Nice explanation for Job Rotation by everyone. But the intention behind the job rotation is to avoid a gap when an employee goes on long leave or resigning the company, the company should not face any difficulty to carry on the work smoothly.
Thanks for sharing your tips dear.
From India, Kumbakonam
Dear Alwarji
Thanks you for your nice feedback.
In the case of technical or skilled workers, the mind set work along with their group-dynamics. Hence collectively they won't prefer job rotation with a fear of loosing their core-competency skills.
In the second caseof wage disparity,I agree with you from the point of company policy.
In my opinion a detailed work-study and methods-study should be done before we think of any job rotation.
I share this with the experience I had with with few Japanese companies as they don't generally advocate 'job rotation' even withn the technical workers.
In fact they strongly suggest in developing a second-line persons to meet the contingency.
As I said in the post, the topic of 'job rotation' varies from company to company.
Thanks Alwarji for your message.
Regards
AVS
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From India, Madras
ASSESSMENT CRITERIA: When screening applicants for positions in your organization, look for adaptability, critical thinking skills, leadership potential, and a sound work ethic. These are the candidates who have the “right stuff” to be successful in the workplace of the future.
From India, Madras
HR TIP of the Day: Job Enrichment- Making work more meaningful: Review the job design of key positions within your organization to see if jobs can be enriched and made more meaningful to the job holders. This can be relatively inexpensive to do and could provide a payoff in increased productivity and reduced absenteeism.
From India, Madras
Did not get your point assume am doing my job well then don't you think reviewing will create unrest among employees. How can a job be actually enriched. Pls clarify also guide how can u know whether a candidate really has critical thinking skills adaptability and sound work ethic I feel there is no parameter to measure these skills so at times the hr might possibly make wrong assumption based on his perception
From India, Madras


A different HR initiative

Birthdays….birthdays. These days mean different things when we grow.

It will be a wonderful practice if the birthday’s of your employees is celebrated in a different style at your work place.

When it’s employee’s birthday, apart from a traditional wishes, take opportunity to speak about all their positive qualities, character traits that we lookup to, what we have learnt from them, where we have seen them grow as a human being and what the relationship means to us……..a relieving of special moments shared.

At the end of it ,that person also gets to express his /her feelings about the year that has gone by and what he /she is looking at in the coming year.

What better gift than one that stays ‘in’ the person-in his /her mind and heart?

Such gesture does wonders for one’s self-image.

Try and see the results.

If already tried, share your experience.

AVS

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From India, Madras
Thanks for the Tip Bharathi :) Job enrichment usually fill color in the monotonous routine and can be mutually beneficial from employee and employer prospective.
@Ravi....this is a Tip. Time, place and need of applicability may differ as per the Situation.
Like...If some one gives u a Tip to loose wait but u are under wait, so u will not apply that tip, that doesn't mean that Tip is null and void. it is just situation is not demanding applicability. ;) :) Good Day :)
From India, Karnal
HR Tip of the Day: COMMUNICATION : Don’t send important messages by short e-mail. At the very least write a well thought through message and put it in an attachment that has been tested for comprehension. Ask another person to read it to check for comprehension. Of course, the best method of communication has been with us for thousands of years, is free, and should be used more frequently: in person, face-to-face communication.
From India, Madras
Well said Bharathi. There is no other best alternative to face to face communication. That’s the reason nowadays, video conferencing is become inescapable. Keep on spreading knowledge Bharathi.
From India, Kumbakonam
Good Noon Bharathi and Bhashkar :)
GOod One Bharathi....Communication is very important and is main ingredients of Personal, professional and Organization Growth. So we must choose the right way to avoid any barrier to communication.
My Contribution:
IIMPERATIVES FOR TALENT MANAGEMENT,
1. Creating a winning employee value proposition.
2. Moving beyond recruiting hype to build a long-term recruiting strategy.
...
3. Using job experience, coaching and mentoring to cultivate the potential in managers.
4. Strengthening your talent pool by investing in A players, developing B players and acting decisively on C players.
5. A deep conviction shared by leaders that competitive advantage comes from having better talent.
Thanks :)
From India, Karnal
Good one B.Maru and thanks for sharing a nice message on communication.
In my opinion communication should be like a blood circulation in our body in the matters of continuity and coverage.
Communication is the life-blood of organisatin and even in maintaining relationship.
A personal 'note' is worth more than million emails as it carry our soul.
@Bhaskar: I appreciate your continuos support to this great thread.Keep on posting.
@Viku: Nice to see your message about communication. You have added another 'jewel' to this thread. Keep on sharing.
For all: Have a great week end.
AVS
From India, Madras
HR TIP OF THE DAY: Group think:If you are a team member, and particularly if you are a team leader, look out for the symptoms of groupthink. Take the lead in making it safe to have a diversity of opinions and establish a safe environment in which it is ok to hold open discussions about issues at team meetings. Taking this approach the team will be much more likely to make the right choices and avoid falling into the groupthink trap.
From India, Madras
HR Tip of the Day: Enforce strict "Absence"procedures In order to deal effectively with absenteeism, staff should be very clear about the company policy. A staff handbook is an ideal way to state policies clearly. Areas such as holidays, sickness and absenteeism should be included and clearly outlined.
From India, Madras
Please accept my sincere salute on Teachers Day.
HR Tip Staff Handbook : In addition to Holidays, Leave entitlement, Sickness, Absent, Overstayal of Leave, we must add Dress Code, Discipline Policy, Redressal of Grievance Procedure, Open Interview System & Company Work Hours.
Thanks for sharing nice Tips Bharathi. Keep on sharing the Knowledge.
From India, Kumbakonam
HR Tip Of the Day:With Teams, Size Matters: If you are problem solving or brain storming ideas, more group members is probably better than less. In fact, about 12 is ideal. If you want to get things accomplished, limit the team to six or seven people. This size of the team will probably act faster and put in more effort in to accomplishing the task.
From India, Madras
Nice Tip bharathi...Team size and composition definately affect the team processes, purpose and effectiveness, and as Bhashkar said Team size consequently it's strength may vary as per the task which needs to be accomplished.
Thanks :)
From India, Karnal
Soft and hard practices

Change is the essence of today’s life and business and challenges are inevitable. Experts suggest innumerable ways to manage change in the face of resistance from employees.

Organisations and experts have nevertheless failed to understand the role of Human Resource Management in the change management process. HRM acts as a change agent that aligns business and change programmes’ prime objective to achieve the desired results.

HRM delineates two models, the soft and the hard HRM. These help organisations in handling any resistance from employees efficiently.

The soft model of the HRM emphasises on human development that relates to employees. It focuses on aligning business goals and HR policies recognising employees as a valuable asset.

The soft HRM model includes participation, recognition, trust, cross-functional teams, training and development, empowerment, leadership style and employee relations.

The hard HRM model entails the integration of HR activities and business strategies. It is concerned more with calculative policies like performance based pay and appraisal systems.

Despite their inherent differences these models are mutually complementary. Organisations that have moulded the two according to their business needs have overcome the fundamental barrier to change, resistance.

HR ‘s role:

Soft and hard HRM are compatible. HRM plays a major role in helping the organisation to ease out tensions while aligning soft and hard HRM with the business needs during change.


Source:The Manage Mentor

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AVS
From India, Madras
HR TIP OF THE DAY: COST CUTTING? DONT TOUCH THE BASE PAY: If your organization is being forced to reduce payroll costs consider your options carefully. The evidence shows that while cutting base pay can save money quickly it has long lasting negative effects on employee motivation. When making the tough choices of where to cut it may be wiser to be selective and target bonuses and layoffs as a way to reduce costs while leaving base pay intact for those employees who remain.
From India, Madras
It is true Bharathi, we should not cut the basic and regular emoluments. We can only consider the additional facilities like instead of providing conveyance vehicle to staff and food/snacks/tea to staff, we can declare some allowances which will cost lesser. Further we can list out the cost escalating things/overheads and have a control on it.
Thanks for sharing Bharathi and keep on sharing.
From India, Kumbakonam
Thanks Maru for sharing a nice tip about cutting cost.
In my opinion we should not cut cost but cut 'waste'. Hre waste includes many unproductive costs like high-cost travel, conferences,etc.
This is a suject for a good debate and difficult to get the right answer.
Presently the CEO pay of top companies, is considered as a waste and regulated in US and UK.
AVS
From India, Madras
My two cents: HR really need to identify key resources of the company and during hard times/cost cuts we need to make sure that those key resources understand these steps or they are taken care of :) Otherwise they will be first one to leave
From India, Mumbai


Company Policy for Instant Messaging and Text Messaging

HR Policies In just a few years, instant messaging (IM) and text messaging (TM) have become pervasive. As you no doubt know from experience, IM is usually sent via desktop or laptop computer, whereas TM is transmitted via cell phones or handheld devices such as BlackBerrys.

The growth of TM has been spectacular. In 2001, for instance, just 8 percent of U.S. employees were using it. Now that number is more than 50 percent. This explosive growth is because IM and TM represent fast and inexpensive means for managers to stay in touch with employees and for employees to stay in touch with each other. In an increasing number of cases, this isn’t just a luxury, it’s a business imperative.

Despite their advantages, IM and TM aren’t going to replace e-mail. E-mail is still probably a better device for conveying long messages that must be saved. IM is preferable for one or two line messages that would just clutter up an e-mail inbox.

On the downside, some IM and TM users find the technology intrusive and distracting. Their continual presence can make it hard for employees to concentrate and stay focused. A survey of managers revealed that in 86 percent of meetings, at least some participants checked TM, and another survey revealed 20 percent of managers report having been castigated for using wireless devices during meetings. Finally, because instant messages can be intercepted easily, many organizations are concerned about the security of IM and TM.

So here is today’s Daily HR Tip: Your organization may already have an e-mail policy which covers the do’s and don’ts regarding the use of company e-mails. Consider adding an IM and TM policy too! This should specify acceptable and not acceptable use of these media bearing in mind the need to maintain data security and a permanent record of certain communications.
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AVS
From India, Madras
HR Tip of the Day: JOB SATISFACTION - A State of Mind: In addition using traditional motivators such as pay and good work conditions consider communicating some of the positive attributes to employees about working for the organization. Maybe the message is that “we are doing better than our competitors” or that “orders are up”. Whatever it is, find something that everyone in the organization can be grateful for and communicate it. It just might raise satisfaction levels a couple of notches.
From India, Madras
It is true Bharathi. That's the reason our ancestors used to tell "Always talk Positively". "Never Talk Negative words". Our postive words will give strength to our body and negative will give weakness.
Thanks for sharing Bharathi
From India, Kumbakonam
HR Tip of the Day: Non-monetary motivational incentives:You may not be able to pay them more money, but employees who feel that they are being underpaid should not necessarily feel they are unappreciated. Rewarding employees with non-monetary recognition is a cost-effective way of motivating the workforce while securing the organization’s bottom line.
From India, Madras

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