New to the Team: What HR Activities Can I Introduce to Boost Engagement and Discipline?

Dear Friends,

Recently, I joined a new organization. Please suggest some HR activities that I can introduce in my organization. Also, kindly send me some HR-related photographs that explain discipline, decorum, etc.

Regards,
Swati

Hi Swati,

Are you going to set up a new HR department? What type of organization are you working with?

Gauri

Hi Friends,

I am handling the HR, but we have a HR department in our head office. We are in the Domestic BPO industry. I want to introduce something interesting from my side. What shall I do? Please suggest. Give me some tips on employee motivation. Also, send me some photos revealing employee discipline in the organization.

Regards,
Swati

Hi Swati,

For that, you can conduct small picnics, indoor/outdoor games, workplace decoration, trekking, parties, etc. These activities help in team building as well.

Regards,
Gauri

Dear Raffles,

You have posted a useful topic in an irrelevant place. Nonetheless, thank you for sharing this information.

Regards,
Sai Prasad.

Hi Swati,

Find below some of the activities being carried out by an HR generalist.

Major activities of HRD are:
- Recruitment Management
- Workforce Planning
- Induction Management
- Training Management
- Performance Management
- Compensation & Benefits
- Attendance Management
- Leave Management
- Benefits Management
- Overtime Management
- Payslip Distribution
- Timesheet Management
- Employee Information/Skill Management
- Grievance Redressal
- Employee Survey
- Exit Interviews & Process
- Health & Safety

Hope you can prepare a good presentation on the activities mentioned above.

Regards,
Amit Seth.

Hi Swati,

You have not mentioned when you joined, I mean, how long you have been with the organization and what kind of business the organization is in. Normally, whenever I join a new organization, I first check if statutory compliances are in order. If statutory compliances are not in order, fix them first. Otherwise, immediately focus on the competency requirements to identify training needs and manpower planning. Also, start working on creating an HRD manual. Begin with the recruitment process and consider the statutory areas while creating the manual. For further requirements, please do not hesitate to write to me.

Regards, Manas Das

Dear Anita,

According to me, an induction program must cover company history, vision, and mission of the company, a complete overview of the present picture i.e. number of departments, any certifications, etc., gist about values, norms, benefits, and facilities available, etc.

The training process should consist of identifying the needs of training, when training will be conducted and by whom, evaluating the training program via pre-post performance, feedback forms, test-retest methods, etc.

Kind Regards,
Ruchi Batra :)

Hi Swati,

I can't understand what you exactly mean by HR activities. However, Amit has mentioned all the related HR activities. If you are clear on what you want, perhaps we can help you out.

With warm regards,
Karuna
9833471989

Hi swati I'm Meeta from IITTM Bhubaneswar.I would like to suggest you some tips to motivate yuor empoyees.

Compensate fairly. Money isn't the only reason people stay, but it does play a significant role in job satisfaction. You must offer your employees a competitive salary and honor their service and tenure with raises, bonuses, and other monetary rewards. Fair pay shows that you respect them. In addition, offer a good benefits package, which can induce employees to stay committed to your business.

Be open to their ideas. In a high-performance workplace, some of the best ideas come from the employees themselves. Make sure to keep the lines of communication open. Good leaders listen to their employees and treat them as valuable team members.

Treat people as equals. If you really want employees to feel a sense of loyalty and commitment, treat them as partners, not hired hands. Give your employees a sense of ownership, and keep them engaged.

Provide growth opportunities. It's estimated that 50 percent of an employee's skill set becomes outdated in just two years, so make sure you provide your staff with opportunities for personal and professional growth. Allow your employees to take classes and attend professional development seminars. Challenge them with new responsibilities that help them acquire new skills.

Say thanks. Just taking the time to say "thank you" is a simple yet effective way to show employees that they're valued and appreciated.

Make time. Make an effort to spend one-on-one time with individual employees. Show each person that you're personally committed to keeping and growing his or her talent by inquiring what other positions the employee might be interested in as their career develops.

Be flexible. It's important to help each employee achieve a balance between their work life and personal life. Allow them to attend their children's activities or tend to sick relatives when necessary.

Encourage creativity. Employees need to enjoy the work they do, and you need to provide a creative and challenging work environment, or all the other great things the company does won't matter. If you micromanage and stifle creativity, don't expect to keep good people.

Keep them healthy and happy. Encourage good health and wellness of body, mind, and spirit. You can be creative. Allow for restful breaks. Learn about your employee's outside interests. Feed their minds with books, magazine, new ideas and yechnology, etc.
Lead with the heart. Win your employees over. Excellence is impossible without their affection and respect. Whether it's through sharing a compelling vision with them, paying attention to work/life balance, or simply providing a positive, uplifting work environment, if you want to keep great employees, find some way to tap into their hearts. The positive word-of-mouth about your company's culture will go a long way in both retaining good workers and attracting new ones.

Promotions and Transfers. While having economic value, promotions also carry crucial social and psychological meaning (recognition and sense of accomplishment) that, for many, far outweigh additional money or perquisites.

Opportunity to Grow. The chance to improve one's self is an enormously important source of motivation. Organizations that offer this advantage are in a win-win partnership with their employees. The company creates and maintains a talented workforce to use as a competitive weapon, and the employees sharpen their own competitive edge as they self-actualize.

Leadership. Leaders inspire people through their words and actions. By presenting a clear sense of purpose, offering a vision worth striving toward, and providing encouragement, leaders have the power to imbue people with hope, enthusiasm and determination.

Goals. Goals are powerful motivators. Goals give people a clear sense of what is expected of them, offering challenge and opportunity. They can energize and inspire exceptional effort.

Fun. Many work places are woefully devoid of smiles and laughter, yet a bit of humor goes a long way toward brightening the day and infusing spirit into the culture. Fun plays a vital role in employee satisfaction.

All this tips are to make satisfy to your employees and this will altimately result in employee motivation.
Because Employees can be motivated only if they are satisfy with their job as well as with the organizaton.
I hope this will be helpfull to you.
Regards
Meeta.

Hi Amit,

I would like to request information on the employee survey conducted in an organization. I am looking for a questionnaire that is designed to elicit positive responses from employees, rather than focusing on the negative. The questions should be framed in a way that encourages employees to share their positivity and satisfaction.

Thank you.