Listen and respect.
It is likely that line managers will have different views and attitudes towards taking on the more transactional elements of HR tasks. However, 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 a greater buy-in to new challenges.
From India, Madras
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192It is likely that line managers will have different views and attitudes towards taking on the more transactional elements of HR tasks. However, 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 a greater buy-in to new challenges.
From India, Madras
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Good evening, Bharathi.
Please accept my sincere appreciation for this nice initiative you have taken. Just like the daily contributions by Mr. AVS, "Did You Know" by Mr. Arun, and the stories and quotes by Mr. CRK, your thread should also come daily.
Your interest in imparting knowledge to the members is highly appreciated, and please continue sharing knowledge with all our members.
All the best, and God bless you, dear.
From India, Kumbakonam
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Please accept my sincere appreciation for this nice initiative you have taken. Just like the daily contributions by Mr. AVS, "Did You Know" by Mr. Arun, and the stories and quotes by Mr. CRK, your thread should also come daily.
Your interest in imparting knowledge to the members is highly appreciated, and please continue sharing knowledge with all our members.
All the best, and God bless you, dear.
From India, Kumbakonam
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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 ensure managers are confident and up to date with their responsibilities. Even after training, it is essential that HR is 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
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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 ensure managers are confident and up to date with their responsibilities. Even after training, it is essential that HR is 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
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Very right, Bharathi. If we, HR people, can position ourselves in the minds of line managers/production staff as being there to support them and not just administer, nothing can be a bigger motivation than this.
Recently, our GM told us, "Ground staff/production staff are the reason for our existence. We must be supportive of them." :)
From India, Karnal
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Recently, our GM told us, "Ground staff/production staff are the reason for our existence. We must be supportive of them." :)
From India, Karnal
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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
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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
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Dear Bharathi,
Really a nice tip of the day! To cope with the latest changes and advancements, HR professionals have to engage in transformations. One of the greatest challenges for today's human resources professionals is to move beyond merely performing administrative functions and to become strategic partners.
Thank you.
From India, Karnal
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Really a nice tip of the day! To cope with the latest changes and advancements, HR professionals have to engage in transformations. One of the greatest challenges for today's human resources professionals is to move beyond merely performing administrative functions and to become strategic partners.
Thank you.
From India, Karnal
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Today's HR tip is to 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 provide an opportunity to identify training and development needs. 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
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From India, Madras
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Nice tip, Bharathi. If the appraisal system is effective in an organization, then the attrition rate will be nil or less. The outstanding performers will be retained, and the average performers will also try to reach the outstanding level, leading to a win-win strategy.
Thanks for your tips, Bharathi, and keep on sharing.
From India, Kumbakonam
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Thanks for your tips, Bharathi, and keep on sharing.
From India, Kumbakonam
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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.
From India, Madras
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From India, Madras
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Dear Bharathi,
For the people leaving the company, there must be an exit interview in which the HR must also 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 any problems may be sorted out for the existing employees, making them feel comfortable in the workplace.
Furthermore, the people leaving the company must also feel that their grievances have been heard by the company. If the company clears the outgoing people without much hindrance, then there will not be any ill feeling in the minds of the resigned staff, which will help maintain the rapport of the company too.
Thanks for sharing and teaching us the HR tips, Bharathi.
All the best.
From India, Kumbakonam
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For the people leaving the company, there must be an exit interview in which the HR must also 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 any problems may be sorted out for the existing employees, making them feel comfortable in the workplace.
Furthermore, the people leaving the company must also feel that their grievances have been heard by the company. If the company clears the outgoing people without much hindrance, then there will not be any ill feeling in the minds of the resigned staff, which will help maintain the rapport of the company too.
Thanks for sharing and teaching us the HR tips, Bharathi.
All the best.
From India, Kumbakonam
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Very True Bharathi :) Exit interviews are seen by existing employees as a sign of positive culture. thnx
From India, Karnal
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From India, Karnal
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Regarding Notice Period
For employees, the details of the notice period will normally be available in the Offer of Employment or Appointment Letter issued to the employees.
For workers engaged in construction, manufacturing, mining, shops, commercial establishments, textile industries, etc. (covered under the ID Act), they will be governed by the ID Act. IT company workers are also covered under the Shops and Commercial Establishment Act, hence they will fall under the purview of the ID Act.
From India, Kumbakonam
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For employees, the details of the notice period will normally be available in the Offer of Employment or Appointment Letter issued to the employees.
For workers engaged in construction, manufacturing, mining, shops, commercial establishments, textile industries, etc. (covered under the ID Act), they will be governed by the ID Act. IT company workers are also covered under the Shops and Commercial Establishment Act, hence they will fall under the purview of the ID Act.
From India, Kumbakonam
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Dear Bharathi,
Normally, the IT field is a highly paid industry. Therefore, the employees cannot be covered under the ID Act, and they are not within 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. However, the aggrieved employee can approach the court of law by filing a civil suit.
From India, Kumbakonam
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Normally, the IT field is a highly paid industry. Therefore, the employees cannot be covered under the ID Act, and they are not within 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. However, the aggrieved employee can approach the court of law by filing a civil suit.
From India, Kumbakonam
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Hey! Firstly, thanks for a good HR tip.
Secondly, regarding the notice period, I don't have much idea about the IT industry. In our case (manufacturing facility covered under the ID Act), the notice period is 15 days during the probation period and 1 month after confirmation by either party or salary in lieu of that. In the case of top management positions, it can be up to 3 months.
From India, Karnal
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Secondly, regarding the notice period, I don't have much idea about the IT industry. In our case (manufacturing facility covered under the ID Act), the notice period is 15 days during the probation period and 1 month after confirmation by either party or salary in lieu of that. In the case of top management positions, it can be up to 3 months.
From India, Karnal
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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
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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
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HR Tip of the Day: Give Praise
This may sound obvious, but it's important for line managers to feel valued in their role. If your line managers have implemented a new policy successfully, engaged employees effectively, or are just doing a good job, make sure you tell them!
From India, Madras
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This may sound obvious, but it's important for line managers to feel valued in their role. If your line managers have implemented a new policy successfully, engaged employees effectively, or are just doing a good job, make sure you tell them!
From India, Madras
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Timely Communication, As the majority of managerial cadres work based on their mood, we must always consider factors such as their mood, free time, and stress levels for effective communication. Otherwise, it will be of no use.
Give Praise, It is essential to give praise for good work and to also be open to receiving praise. Acknowledging good work acts as a motivating factor and can lead to increased productivity.
Thanks for sharing Bharathi.
From India, Kumbakonam
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Give Praise, It is essential to give praise for good work and to also be open to receiving praise. Acknowledging good work acts as a motivating factor and can lead to increased productivity.
Thanks for sharing Bharathi.
From India, Kumbakonam
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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.
************************************************** ****
AVS
From India, Madras
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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.
************************************************** ****
AVS
From India, Madras
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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
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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
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Great tips, B. Maru, and thanks for sharing. The "job rotation" is a tricky one, and management needs to be careful while implementing it in the organization. The pros and cons are as follows:
Pros:
- Employer:
- Identify the best fit
- Increased production
- Reduced absenteeism/turnover
Employee:
- Eliminates monotony
- Exposed to new jobs
- Improves creativity/innovation
Cons:
- Wage disparity
- Mindset for not learning the new job
- Continuous training
- Not willing to share things with others
These are generalized but vary with situations/organizations.
AVS
More at http://citehr.com#ixzz1WV5fjrSq
From India, Madras
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Pros:
- Employer:
- Identify the best fit
- Increased production
- Reduced absenteeism/turnover
Employee:
- Eliminates monotony
- Exposed to new jobs
- Improves creativity/innovation
Cons:
- Wage disparity
- Mindset for not learning the new job
- Continuous training
- Not willing to share things with others
These are generalized but vary with situations/organizations.
AVS
More at http://citehr.com#ixzz1WV5fjrSq
From India, Madras
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Dear Alwarji,
Thank you for your nice feedback.
In the case of technical or skilled workers, the mindset works along with their group dynamics. Hence, collectively, they won't prefer job rotation with a fear of losing their core competency skills.
In the second case of 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 a few Japanese companies as they don't generally advocate 'job rotation' even within the technical workers. In fact, they strongly suggest 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
From India, Madras
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Thank you for your nice feedback.
In the case of technical or skilled workers, the mindset works along with their group dynamics. Hence, collectively, they won't prefer job rotation with a fear of losing their core competency skills.
In the second case of 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 a few Japanese companies as they don't generally advocate 'job rotation' even within the technical workers. In fact, they strongly suggest 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
From India, Madras
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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
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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
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Did not get your point. Assume I am doing my job well; then don't you think reviewing will create unrest among employees? How can a job be actually enriched? Please clarify and also guide on how you can know whether a candidate really has critical thinking skills, adaptability, and a sound work ethic. I feel there is no parameter to measure these skills, so at times, HR might possibly make wrong assumptions based on perception.
From India, Madras
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From India, Madras
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Thanks for the Tip, Bharathi :) Job enrichment usually fills color into the monotonous routine and can be mutually beneficial from the employee and employer perspectives.
@Ravi... this is a tip. The time, place, and need of applicability may differ as per the situation. For example, if someone gives you a tip to lose weight but you are underweight, you will not apply that tip. However, that doesn't mean the tip is null and void; it just means the situation does not demand its applicability. ;) :) Good Day :)
From India, Karnal
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@Ravi... this is a tip. The time, place, and need of applicability may differ as per the situation. For example, if someone gives you a tip to lose weight but you are underweight, you will not apply that tip. However, that doesn't mean the tip is null and void; it just means the situation does not demand its applicability. ;) :) Good Day :)
From India, Karnal
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HR Tip of the Day: COMMUNICATION: Don't send important messages by short email. 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
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From India, Madras
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Good noon, Bharathi and Bhashkar :)
Good one, Bharathi. Communication is very important and is a main ingredient of personal, professional, and organizational growth. So, we must choose the right way to avoid any barriers to communication.
My Contribution:
IMPERATIVES 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
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Good one, Bharathi. Communication is very important and is a main ingredient of personal, professional, and organizational growth. So, we must choose the right way to avoid any barriers to communication.
My Contribution:
IMPERATIVES 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
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HR TIP OF THE DAY: Groupthink: 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 okay to hold open discussions about issues at team meetings. By 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
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From India, Madras
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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
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From India, Madras
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My two cents: HR really needs to identify the key resources of the company. During hard times or cost cuts, we need to make sure that those key resources understand these steps or are taken care of. Otherwise, they will be the first ones to leave.
From India, Mumbai
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From India, Mumbai
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Hi Guys, nice to see the tip of the day for an HR professional. It is really useful for the current scenario where the communication gap exists between employees and HR. This is a nice suggestion that will truly help to create a good relationship at all levels of employees.
With Regards,
Arunkumar Venkataraman
Human Resources
"If you dream it, you can do it"
From India, Madras
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With Regards,
Arunkumar Venkataraman
Human Resources
"If you dream it, you can do it"
From India, Madras
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HR Tip of the Day: Difficult Employees are a Challenge for You
Difficult employees are not necessarily bad employees. Don't shy away from dealing with difficult employees, and don't turn a blind eye to the situations that arise as a result of their behaviors. Train yourself and the managers and supervisors you work with to use the six steps to deal effectively with difficult employees.
From India, Madras
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Difficult employees are not necessarily bad employees. Don't shy away from dealing with difficult employees, and don't turn a blind eye to the situations that arise as a result of their behaviors. Train yourself and the managers and supervisors you work with to use the six steps to deal effectively with difficult employees.
From India, Madras
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Thanks for your comment and the valuable addition to this discussion on the labor force, Bhaskar. While it may not be commonly used in India, if we give it a try, we might be able to implement it successfully. This tip could be beneficial for any HR professional in the future. Thank you for sharing your thoughts, and please continue sharing.
From India, Madras
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From India, Madras
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HR Tip of the Day: Perceive Better
Don't just accept perceptions as being reality—dig deeper! Even the smartest managers who have made it to a senior position in the organization may exhibit selective perception about their abilities or situations in the organization. It may fall to the HR professional in the room to challenge perceptions and reinforce fact-based realities so the best decisions can be made.
From India, Madras
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Don't just accept perceptions as being reality—dig deeper! Even the smartest managers who have made it to a senior position in the organization may exhibit selective perception about their abilities or situations in the organization. It may fall to the HR professional in the room to challenge perceptions and reinforce fact-based realities so the best decisions can be made.
From India, Madras
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That's right, Bharathi. Absenteeism will be a part of discipline matters, whereas leave and holidays are personnel matters. Nice tip you have shared, Bharathi, and thanks for sharing.
As a matter of fact, Mr. Giridhar, we are treating each and every activity personally in the office. That's the reason we are facing so many problems in the work area. If our senior/superior tells us something, we must take it in the right sense and understand the correct meaning of the contention. Only then can we act correctly, and our performance level will increase.
Thanks for sharing the nice tips, Mr. Giridhar.
From India, Kumbakonam
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As a matter of fact, Mr. Giridhar, we are treating each and every activity personally in the office. That's the reason we are facing so many problems in the work area. If our senior/superior tells us something, we must take it in the right sense and understand the correct meaning of the contention. Only then can we act correctly, and our performance level will increase.
Thanks for sharing the nice tips, Mr. Giridhar.
From India, Kumbakonam
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HR Tip of the Day: Justifying the Cost of Supervisor Training
Critically assess the skills of your supervisors by identifying how often common supervisory mistakes are made in your organization. Each time a supervisory mistake is made, it costs your organization money directly or indirectly in lost time, low morale, and high employee turnover. Given the results of such an assessment, it will probably be easy to justify the cost of a supervisory skills training program for your new supervisors and "refresher" training for your current supervisors.
From India, Madras
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Critically assess the skills of your supervisors by identifying how often common supervisory mistakes are made in your organization. Each time a supervisory mistake is made, it costs your organization money directly or indirectly in lost time, low morale, and high employee turnover. Given the results of such an assessment, it will probably be easy to justify the cost of a supervisory skills training program for your new supervisors and "refresher" training for your current supervisors.
From India, Madras
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Exactly, Mr. Giridhar. The communication must be proper and must contain accuracy, brevity, and clarity; otherwise, it will create unwanted gossip and rumors among the recipients. A well-communicated message is like a well-finished task.
Thanks for sharing nice HR tips.
From India, Kumbakonam
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Thanks for sharing nice HR tips.
From India, Kumbakonam
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HR Tip of the Day: Interpersonal Skills
Interpersonal skills are very important. Hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help identify people who may be derailed by their inability to get along with others.
From India, Madras
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Interpersonal skills are very important. Hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help identify people who may be derailed by their inability to get along with others.
From India, Madras
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It is really true, Mr. Giridhar. As a team member, we must speak out our opinions in meetings and explain the pros of our opinions while listening to the cons from other members. Only then can we get a clear idea of the issues at hand, including their pros and cons, which will help us reach a unanimous consensus.
Thanks for sharing, Mr. Giridhar.
From India, Kumbakonam
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Thanks for sharing, Mr. Giridhar.
From India, Kumbakonam
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HR Tip of the Day: Importance of Team Roles
To increase the likelihood that the team members will work well together, managers need to understand the individual strengths each person can bring to a team. They should select members with their strengths in mind and allocate work assignments that fit with members' preferred personality, skills, and styles.
From India, Madras
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To increase the likelihood that the team members will work well together, managers need to understand the individual strengths each person can bring to a team. They should select members with their strengths in mind and allocate work assignments that fit with members' preferred personality, skills, and styles.
From India, Madras
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HR Tip of the Day: When Do Teams Make Sense?
Teamwork takes more time and often more resources than individual work. Before you rush to implement teams, carefully assess whether the work requires or will benefit from a collective effort.
Regards.
From India, Madras
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Teamwork takes more time and often more resources than individual work. Before you rush to implement teams, carefully assess whether the work requires or will benefit from a collective effort.
Regards.
From India, Madras
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HR Tip of the Day
People new to the supervisory role take time and training to make the adjustment. Making a successful transition from worker to supervisor is exciting and challenging. Recognizing the pitfalls and working to avoid them will reduce the likelihood of serious trouble or plain failure. HR professionals can help to make the transition for new supervisors as smooth as possible by providing the training and support needed by newly appointed supervisors and their bosses.
From India, Madras
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People new to the supervisory role take time and training to make the adjustment. Making a successful transition from worker to supervisor is exciting and challenging. Recognizing the pitfalls and working to avoid them will reduce the likelihood of serious trouble or plain failure. HR professionals can help to make the transition for new supervisors as smooth as possible by providing the training and support needed by newly appointed supervisors and their bosses.
From India, Madras
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Thank you, Maru, for sharing a nice tip today. Here I wish to add a few messages, which are my personal opinions:
While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
Regards,
AVS
From India, Madras
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While promoting a worker to the level of supervisor, great care has to be taken by HR managers by studying the attitude of the candidate, which is of prime importance. Here, more than the skill, the attitude and team-playing ability have to be looked into. Otherwise, we will lose a good worker and will create a bad supervisor.
Regards,
AVS
From India, Madras
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HR Tip of the Day: Retaining the Best Employees—Even When Downsizing
Think creatively about how to maintain the retention and motivation of key members of your organization. If you do not put retention strategies in place now, you may see many talented employees exiting your organization when the economic upturn inevitably comes.
From India, Madras
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Think creatively about how to maintain the retention and motivation of key members of your organization. If you do not put retention strategies in place now, you may see many talented employees exiting your organization when the economic upturn inevitably comes.
From India, Madras
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HR Tip of the Day
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 provide an opportunity to identify training and development needs. 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
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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 provide an opportunity to identify training and development needs. 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
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HR Tip of the Day: Train Managers Involved in the Hiring Process
It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.
From India, Madras
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It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.
From India, Madras
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HR Tip of the Day: Train Managers Involved in the Hiring Process
It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.
From India, Madras
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It's not a given that hiring managers understand the legal requirements that apply to the hiring process. That's why HR professionals need to "train, train, train" managers to interview correctly.
From India, Madras
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HR Tip of the Day: Talk to Your Employees Often
By building a great relationship with your employees, you will foster trust, honesty, and open communication. This approach gives you a head start in the performance management of your team.
From India, Madras
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By building a great relationship with your employees, you will foster trust, honesty, and open communication. This approach gives you a head start in the performance management of your team.
From India, Madras
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If we meet and talk to our employees often, it will not only be useful for building good relationships, which helps in assessing performance management, but also for identifying any problems such as strikes or any illegal activities planned by the workers. We can then try to rectify and sort out the issues before they escalate into significant problems.
Thanks for sharing such nice HR tips, Bharathi.
From India, Kumbakonam
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Thanks for sharing such nice HR tips, Bharathi.
From India, Kumbakonam
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HR Tip of the Day: Be Honest
By being frank and honest, which is the preparation for building a great relationship, both parties treat each other with respect and see each other as working for everyone's benefit.
From India, Madras
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By being frank and honest, which is the preparation for building a great relationship, both parties treat each other with respect and see each other as working for everyone's benefit.
From India, Madras
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HR Tip of the Day: Build Feedback In
On the job, two-way feedback processes eliminate the nasty surprises that give performance management such a bad name. By integrating it as a natural activity, you take the edge away.
From India, Madras
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On the job, two-way feedback processes eliminate the nasty surprises that give performance management such a bad name. By integrating it as a natural activity, you take the edge away.
From India, Madras
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Impact of Two-Way Communication on Performance Appraisal
Sometimes, two-way communication on procedures regarding Performance Appraisal can have a negative impact on employees, leading to increased attrition and reduced productivity. Before implementing two-way communication on Performance Appraisal, one must ensure its effects on employees' mindset and its direct impacts on daily work.
Thank you for sharing a nice HR tip, Bharathi.
From India, Kumbakonam
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Sometimes, two-way communication on procedures regarding Performance Appraisal can have a negative impact on employees, leading to increased attrition and reduced productivity. Before implementing two-way communication on Performance Appraisal, one must ensure its effects on employees' mindset and its direct impacts on daily work.
Thank you for sharing a nice HR tip, Bharathi.
From India, Kumbakonam
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HR Tip of the Day: Keep It Simple
Good evening all. Sorry for posting late. Keep a formal but simple system. If you have a strong relationship with your people, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
Regards
From India, Madras
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Good evening all. Sorry for posting late. Keep a formal but simple system. If you have a strong relationship with your people, you already know what they are about. Formal discussions can be friendly and simple, with formality kept to a minimum.
Regards
From India, Madras
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The statement conveys a very important message.
Role of Line Managers
The Line Managers are the interface between the field activities and the management. They are in the thick of facts and have firsthand information about field activities. In the reporting relationship, it is customary to think of them as customers of HR. The intent and contents of their statements have to be clearly understood by HR. Hence, the process begins with listening and respecting their views. Listening is advocated by all management gurus as an important attribute. Respecting others' views is also another important attribute.
Importance of Listening and Respect
Management expert Stephen Covey, the incomparable Tamil Saint Thiruvalluvar, and other gurus have spoken a great deal on both attributes. An HR person is expected to listen and respect. Even if the views differ, he must know how to respect the differences. Finally, you have very nicely brought about the need to have the "buy-in" of the customer.
Regards,
V. Raghunathan
Navi Mumbai
From India
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Role of Line Managers
The Line Managers are the interface between the field activities and the management. They are in the thick of facts and have firsthand information about field activities. In the reporting relationship, it is customary to think of them as customers of HR. The intent and contents of their statements have to be clearly understood by HR. Hence, the process begins with listening and respecting their views. Listening is advocated by all management gurus as an important attribute. Respecting others' views is also another important attribute.
Importance of Listening and Respect
Management expert Stephen Covey, the incomparable Tamil Saint Thiruvalluvar, and other gurus have spoken a great deal on both attributes. An HR person is expected to listen and respect. Even if the views differ, he must know how to respect the differences. Finally, you have very nicely brought about the need to have the "buy-in" of the customer.
Regards,
V. Raghunathan
Navi Mumbai
From India
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Have a talk with people politely and humbly in any situation. Spend ur 25% of time with line managers will improves the hr environment
From India, Visakhapatnam
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From India, Visakhapatnam
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I agree Bharathi_83 , but the common issues of the line managers are that they feel that they cant decide on certain petty issues sometimes. Which we HR have to train and motivate them. right ?
From India, Chetpet
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From India, Chetpet
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This is nice. Bharti has taken an initiative as a line manager. More and more ideas should be generated to improve not only yourself but also to share knowledge with other people. The line manager plays an effective role in developing communication and behavioral skills to build relationships with other employees. For this, there is a need to undergo regular training.
Regards,
Surender
From India, Alwar
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Regards,
Surender
From India, Alwar
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Good morning, Bharathi. Along with support from the HR department, line managers should also make a plan to work on the execution of tasks. I accept this point: training increases our knowledge, but for bringing efficiency to task execution, it is more important. If the platform provides support to line managers first, managers should focus on their own growth. If they grow, the organization will grow by itself. Skills and capabilities can be learned from the nearby industry environment and its demands.
Regards.
From India, Alwar
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Regards.
From India, Alwar
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The role of HR people is to work with line managers to resolve problems that arise on the shop floor. For this, HR personnel should have a human touch. Line managers are responsible for technical issues and the productivity of the plant, while HR professionals focus on creating harmony between the workforce and the machinery. Trainees will learn how to work with machines under the guidance of line managers. HR professionals must observe the right attitude of workers when operating machinery, as this can greatly impact morale and productivity. Various mythological examples exist to illustrate how rules and regulations can be applied to cultivate positive relationships with frontline workers.
I hope these corrections help clarify the content!
From India, Visakhapatnam
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I hope these corrections help clarify the content!
From India, Visakhapatnam
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The Importance of Interpersonal Skills
Interpersonal skills are very important; hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help to identify people who can be derailed by their inability to get along with others.
From India, Madras
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Interpersonal skills are very important; hire and train for interpersonal skills as well as technical skills. Using pre-hire assessments can help to identify people who can be derailed by their inability to get along with others.
From India, Madras
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Tips to Resolve Conflicts
I'm sure HR managers spend a lot of time dealing with conflicts between employees at your company. Sometimes I think I should have gotten a master's in psychology. Those who earned an MBA anticipating a career as an entrepreneur probably never understood the time and energy that would go into managing the varied personalities on a team.
From India, Delhi
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I'm sure HR managers spend a lot of time dealing with conflicts between employees at your company. Sometimes I think I should have gotten a master's in psychology. Those who earned an MBA anticipating a career as an entrepreneur probably never understood the time and energy that would go into managing the varied personalities on a team.
From India, Delhi
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