How Can HR Develop Sensitivity to Organizational Needs Through Listening and Learning?

I am Ratan Prakash, Senior Manager (HR) at 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 as the employees, it becomes a difficult yet very interesting proposition.

SWOT Analysis for HR Function

All HR professionals need to scan the environmental as well as organizational variables to perform the SWOT analysis for the 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 Effective Listening and Learning Posts

Designing and deploying effective listening and learning posts provides first-hand information from the stakeholders, which can be used in formulating and executing relevant HR strategies.

Employee Retention Efforts

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.

Employee Open Forum

Another intervention we can think of is the employee open forum 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 that are being perceived by the employees.

"The Homing Pigeons"

An interview of those ex-employees who were high-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 their present company and rejoining us.

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

First of all, accept my sincere thanks for initiating such a brainstorming article on the subject at hand. Your ideas for improving and developing the best HR strategy are truly commendable.

Yes, normally almost all companies conduct analysis during exit interviews. Even HR personnel approach individuals personally to inquire about their reasons for leaving their jobs. This approach allows for a logical analysis of issues contributing to the increase in employee attrition rates. Identifying these issues can help the organization find solutions to reduce attrition among trained and experienced employees.

Employee Open Forum Concept

Your idea regarding an Employee Open Forum is intriguing. Instead of gathering a group of employees, the HR department could consider meeting individually with 3 to 5 employees per day, similar to a mentorship concept. During these meetings, HR could discuss various aspects such as family details, educational qualifications, technical knowledge, health, entertainment, work atmosphere, problems faced, goals, and provide motivation for achieving targets. An Employee Open Interview Form could be filled out and signed by both the employee and the interview panel members, as well as a representative from HR. Tracking the effectiveness of these interviews could be done by assessing the employee's subsequent activities and interest in attending interviews. The forms completed during these interviews should be filed along with the employee's personal records, which can be valuable during exit interviews for evaluating the candidate's capabilities.

Reinstating Ex-Employees

Regarding reinstating ex-employees who were outstanding performers in the organization, it is essential to thoroughly investigate why they left and why they wish to return. HR should conduct background verifications to understand the reasons for leaving their current organization and wanting to rejoin their previous employer.

Let us await the views and opinions of other members on this subject.