Struggling to Find a Yoga Program Officer Role: Can Yoga Philosophy Fit in the Workplace?

I have completed a Master's in Yoga, a course designed with corporate problems in mind. However, there are no direct vacancies for a Yoga Program Officer. HR professionals, please assist me in finding opportunities in a reputable organization. Also, can yoga philosophy be practically implemented in the workplace?

Thank you.

Hi Gaurav,

Yoga is not a full-time exercise. If an employee is engaged in full-time exercises, who will conduct the business? Another fact is that Yoga and physical or mental fitness are not the employer's responsibility; they are individual concerns. Employers cannot take responsibility for everything employees desire or wish for.

Yoga is not in the HR domain; it belongs to the Physical Trainer Instructor job profile.

Let me tell you, HR is already plagued by many myths, especially in India. For example, Psychologists, Trainers—I mean, literally, teachers and professors—hijack this profession. However, HR is not synonymous with Training or Psychology. Psychology is related to medical science and therapy to cure patients, but nowadays HR Managers are engaging in all this nonsense just to make a living.

Training is a profession of teaching or coaching classes, but it has now reached its lowest point and intellectual bankruptcy in our HR fraternity. Everybody is trying to become a trainer rather than focusing on HR initiatives. Most of our HR professionals do not understand the utility and the extent to which importance should be given to such time-wasting ideas. Our HR is accepting anything; whoever dumps their ideas becomes an HR business. Fortunately, so far, no one has yet connected this HR profession with rocket science or nuclear science.

Please do us a favor and show mercy by not adding your burden to this subject.

Regards,

Sawant

Hi Sawant,

You seem pretty pissed off with how people perceive HR to be. Chill buddy.

Have you heard of "Healthy Mind in a Healthy Body"? If the employees are physically fit, it avoids a lot of health issues which will increase productivity. This is very much the employer's responsibility.

Well, teaching Yoga is not in HR's domain, but employing a Yoga instructor would be a very good HR initiative.

HR managers are supposed to counsel employees regarding their problems, keep them enthusiastic about working in the organization. Understanding the employees' psychology is pretty much HR's responsibility.

Here too, one of the important areas of HR management is employee development. Training is intended for that. If a few HR professionals want to specialize in it, what's wrong with that?

I wish someone does this; at least then, maybe HR will be considered THE most important job of an organization rather than just a support function.

Sawant, if you think Training, Psychology, Counselling, Welfare are not HR's job, then I wonder what HR is according to you? Just recruitments and payroll?

Hi Deepthi,

Here is the answer to all your above curiosities:

HR departments are not designed to provide corporate therapy or serve as social or health and happiness retreats. HR professionals must create practices that make employees more competitive, not more comfortable.

HR activities are based on theory and research. HR professionals must master both theory and practice.

The impact of HR practices on theory and research can and must be measured. HR professionals must learn how to translate their work into financial performance.

HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value, not just reduce costs.

The HR profession does not own compliance—managers do. HR professionals do not exist to make employees happy but to help them become committed.

HR practices have evolved over time. HR professionals must see their current work as part of an evolutionary chain and explain their work with less jargon and more authority.

At times, HR practices should prompt vigorous debates. HR professionals must be confrontative and challenging as well as supportive.

HR work is as important to line managers as finance, strategy, and other business domains. HR professionals should join other functional managers in championing HR issues.

I hope you will find the above convincing regarding today's modern HR objectives. All people discuss these days is wasting technologies. The focus should be on issues that bring prosperity to the business and build organizational success.

Further, I would like to add to your knowledge about Common HR Myths.

Eight Myths about HRD

1. HRM means training: This myth has been perpetuated by organizations that have renamed their training departments as HRD departments or their training managers as HRD managers. While training is important, HRD encompasses far more than just training.

2. HRM means promotions: This myth is perpetuated by line managers who attribute promotions (or lack thereof) directly or indirectly to the HRD department. HRD does not solely determine promotions, but may influence recognition and reward systems.

3. HRM means fat salaries: This myth is perpetuated by CEOs and top-level managers who blame salary issues on the HRD department’s competence. Salary revisions are not solely the responsibility of HRD.

4. HRM means planning the careers of people: This myth arises from the term itself and from employees who expect companies to plan their careers without sharing their aspirations with their seniors.

5. HRM means rewards: This myth is perpetuated by companies that overly emphasize linking performance appraisals with rewards, leading line managers to expect rewards based on appraisal changes.

6. HRM means having a good time: Some managers expect HRD to provide extravagant training programs rather than focusing on development. HRD should not be viewed as a vacation department.

7. HRM depends on top management: Incompetent HRD managers may blame top management for their inefficiencies. Some top-level managers establish HRD departments without understanding their purpose.

8. HRM is the job of the HRD department alone: This is a widely shared but misunderstood myth. HRD is the responsibility of every employee to develop themselves and those below them, not just the HRD department.

Regards,

Sawant

Hi Sawant,

Thank you for the clarification.

Although you have used the term 'HR Practices' repeatedly. Can you please provide some examples that do not involve welfare, counseling, development, or 'making employees comfortable'? I am interested to learn more.

The 8 myths of HRM you shared were very informative and accurate.

However, it states that HRM does not solely encompass the aspects mentioned. It does not imply that HRM excludes any of these. Rather, they are all integral parts of the broader scope of HRM, which is true. HR involves a combination of training, promotions, rewards, and more. HR encompasses all these aspects and much beyond.

Therefore, it is incorrect to say that Training or Welfare are not HR issues. Any matter related to the Human Resources of the organization (work culture, recruitment, salaries, promotions, dress code, leaves, attendance, team conflicts, team building, skill development, motivation to work, career aspirations, events, outings, onsite gyms/health clubs, etc.) falls within the realm of HR responsibility.

Hi Sawant,

It was really good to see your concern over HR issues. Well, I would say that you have good knowledge of HR, but you need to know how to apply your knowledge. Today, the scope of HR is expanding with increased complexities in the internal and external environment. You should be happy about the growing demand for HR. I agree with Deepti's view. We, as HR professionals, need to have a much more democratic, liberal, and employee-friendly attitude.

Regards,
Akhouri Nishant

Hi,

It was really exciting to read such professional discussions about HR practices. However, it is deviating from the main topic of discussion. Yoga - the very word means 'Union'. Every human being, no matter what one does, requires this union. Our lifestyle today succumbs us to many distractions and deviations.

Bringing an opportunity to our organizations to promote this 'union' is a welcoming attitude. But as a yoga trainer, one cannot expect to be a full-time employee. A trainer is more of a consultant who visits or trains many employees from several organizations. Ideally, he/she should work like project managers - prepare a crisp proposal to train employees of an organization in Yoga, the period of instruction, time per session, benefits, precautions, contraindications, cost of training, and topping all this should be 'The objective of such a proposal'.

A professional approach to any endeavor makes it more favorable. Also, this job needs a lot of flexibility on the part of the trainer as he/she might cater to several organizations.

Regards, Jshreemdra

Dear Deepthi and Sawant,

Good debate, guys, but I guess you are viewing the topic from different perspectives. I think we all need to keep the big picture in mind that HR is definitely a very large subject, and a lot that happens in the name of HR is unconventional but nevertheless very important. Anything that helps the employee perform better, therefore adding to the company's bottom line, is welcome, and it does not matter under what department or heading it's put.

So, guys, keep up the good work and let more innovation be shared. Use this forum to understand how some companies deal with the same issues with creative solutions and come out on top.

All the best,
Dimple

Yoga has several definitions. One definition given in the Bhagavad Gita is "excellence in work," which is not really possible if the right person is not in the right job, which, to my mind, is the primary purpose of HRD. Ram Charan, in his book "Execution," has devoted an entire chapter to this and referred to it at other places in his book. In different books, this is presented in different forms, which is why in the last few years, talent management has been given so much importance.

Looking at it from the individual's perspective, even if you do an hour of yoga in the morning and it is followed by 10-12 hours of misery at work, that yoga means nothing. Yoga also means unity of mind, body, and soul, which is practically possible only when you are in a profession that suits you, the primary purpose of HR in my view.

For details - About Make your passion your profession Make your passion your profession (Work prisoners and students)

Hello friends, I am doing an MBA in HR (3rd semester). I would like to give Gaurav a ray of hope as his problem still remains unsolved.

Anyone being an HR manager should think of motivating their organization's employees and try to do anything affordable and possible to make the employees concentrate on their work, which will result in increased productivity.

As we know, there are some PRANAYAMS (YOGA) which increase concentration power. Some also help in healing certain diseases to some extent.

So, if such pranayams are taught to employees by experts, then gradually productivity will increase. At the same time, medical expenses on employees can be reduced if it's implemented properly. The Yoga classes may be held once every week. Every month, a test should be conducted by the Yoga expert to check that the employees do make it a habit of practicing yoga regularly at their home. The marks obtained in this test should be used in performance appraisal. This will help to keep track if their performance/productivity has increased. This is a good way to implement it mandatorily.

Look, friends, if the students (generally CBSE schools) with so much pressure can get habituated with such classes, then why can't we?

Friends, let's think positively. My suggestion is that Gaurav, you better approach the HRs of some organizations and make them feel the benefit that you can give them. You can also give an ad to the local newspaper so that they may contact you. Later on, you can start your own organization that would conduct such classes on a contract basis or so on.

Friends, let me know your opinions on it. I especially want to get a reply from Gaurav.

Thanks,
pmon

Pranam to all of you.

I am very happy to receive so many replies about the topic. I am very thankful to Deepthi for having a fine understanding of HR. However, I am very disappointed with the friends who only know yoga as asana and pranayama. I want to tell them that yoga is the greatest science and it is a methodology that helps an individual to know oneself. It covers all aspects of life with its various branches. I would like to suggest Mr. Sawant and all the friends to read the book "Spiritual Capital" by D. Johar and "Leadership by Wisdom" (Sage Publication). These books will give you an insight that yoga is a universe beyond our imagination and how yoga can change the conditions at the workplace and can enhance the leadership and managerial qualities.

Nowadays, there are various training programs based on this science that are becoming very effective and popular in India and especially abroad.

Pmon, I am very thankful to you, but please get hold of these books and others if you can (I can give you the names of the books if you want). You will develop a new insight towards your HR studies and it will give you an extra edge to think differently.

Any of my friends who want personal clarification about yoga and how it can help in employee productivity and creating a conducive work culture can contact me at awasthi85gaurav@gmail.com or batesta_ga85@rediffmail.com.

Thank you all.

Om shanti, shanti, shanti.

Hi Sawant,

Though you have brought out the bare realities, there does exist a lot of scope for yoga being included as part of HR. Employee well-being is what HR was made for, and if yoga helps in physical, psychological, social, and spiritual well-being, why not take it? We in HR have been bearing all crap for so many years, why not take something which would be innovative and is a time-tested science in bringing the "UNION" within a personality. I think that a healthy employee in all facets is an asset in the long run. Would be interesting. But the time factor is my worry.

Hi Everyone,

No HR practices should be based on superstitious or emotional judgment or a casual approach. All those who promote rationality by extending logical thoughts must exhibit the return on investment for all HR initiatives and practices.

No HR professional has the right to squander the money of any organization without knowing the repercussions of such experiments and conducting cost and benefit analysis. HR professionals must develop a systematic and scientific approach in investigating and corroborating with statistical evidence to prove a point beyond any doubt and establish whether they are right or wrong.

We cannot just sympathize and recite poetry for anyone who seeks shelter or rescue at the cost of the organization.

I request the reader to understand the meaning in the letter and spirit of this note. This will be helpful for those who do not have sufficient experience in HR to prove the point.

We cannot consider Yoga as Ayurveda medicine for HR function; it is an emotional thought that emerged from the Indianization of HR.

This is ridiculous.

Regards,

Sawant

Hi,

We Indians will not take Yoga seriously until Europeans tell us the importance of it. With personal experience, we can see the benefits of yoga. Take it professionally now and answer the following questions:

1. Will an increase in employee concentration lead to increased productivity?
2. Due to increased resistance power, illnesses are less common, resulting in fewer sick leaves. Will the company also benefit from this?
3. The company has to bear medical expenses for employees, and yoga serves as a preventive measure for diseases. Is prevention better than cure for the company as well?

We may not realize all the benefits of Yoga due to our body-centered science approach, where the mind is not considered.

Joshi