Hi Binu,
As said by Archana its a nice initiative. I just want to share my experience. Our's is a Product development company with 25employees. In our company this sort of interaction is been followed as a HR practise once in a month. I have implemented this concept just before 4months and believe me its doing wonders. The same can be performed in a much structured manner but since i have no prior experience on the same i could do only so far. But now i feel that the suggestions from all senior members is going to help me alot. Thanks for starting this thread.
Title : One to One with HR.
Concept : Its a process to identify the employee needs, requests, suggestion, job satisfaction, training needs, unsolved issues, work environment feel, official conflicts / difficulties, Counselling , others etc.. At the end we collect the feedback of the session with every employee.
HR should maintain outmost conidentiality while dealing with delicate issues. We try our level best to solve as many issues as we can for those which seek immediate action. All suggestions from employee will be considered but those which are really good gets implemented immediately and rest gets implements accordingly. There has been lot many changes in the Work environment after these sessions. At the end employee satisfaction is all that matters but again every company has some limits to it, so HR has to act accordingly.
After the session, a consolidated report gets generated, named MOM (Minutes of Meeting) where in which i record all the employee queries/suggestions. The same gets circulated to the top management and whatever can be resolved gets resolved within a week's time based on priority, the entry of the same including the date and time will be done. This is how i conduct the session in our company.
Awaiting to see many responses in this thread. Would be great if someone could suggest me more ideas to improvise the process in a much structured manner.
- Babu