Hello All, I want to conduct a training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it. Kindly suggest something.
Regards,
Ashlesha
From India, Mumbai
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24Regards,
Ashlesha
From India, Mumbai
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Dear Ashlesha,
My comments are as below:
Understanding Stress: Output and Input
- Stress is both an output and an input. It is a result, not a cause. Therefore, focus your training efforts on addressing the cause rather than the result. Conducting training on stress management without addressing the root cause will necessitate repeated training sessions.
Organizational vs. Personal Factors
- Stress arises from both organizational and personal factors. Address organizational factors first, and personal factors will likely follow. Key organizational factors include:
- Improper manpower planning
- Inadequate recruitment (a square peg in a round hole?)
- Lack of requisite skills among staff members
- Management sets goals but provides incorrect or no direction.
- Management has its own clique, listening to only a select few.
- Excessive emphasis on customer satisfaction, forcing techies to take calls even after midnight, disrupting their sleep.
- Lack of well-defined systems and processes. Without clear systems, staff from diverse backgrounds bring their previous experiences, creating a hodgepodge.
- Rigid adherence to processes, causing staff to miss the bigger picture.
- Recurrence of mistakes due to attrition.
- Management blindly benchmarks against industry leaders without integrating their culture.
- Management treats high-performers differently, causing friction among employees.
Yoga and Stress Management
- Yoga is often suggested as a method for stress management. However, corporate life issues cannot be solved spiritually. If the water in the pot is boiling, we must turn off the heat, not just add ice cubes. Yoga or other remedies are temporary solutions, akin to adding ice cubes to a boiling pot.
Training Material and Effectiveness
- There is abundant material available on stress management. Many trainers, including myself, use it. However, I have yet to meet a trainer who confidently claims to have permanently resolved employee stress. Training efforts often feel like water off a duck's back.
Role of In-House HR Professionals as Trainers
- Regarding your role as a trainer, my experience suggests that in-house HR professionals often do not succeed as trainers. If your goal is to gain training experience, proceed. However, it may be in your company's best interest to hire external trainers.
These are my candid views. My honesty may ruffle some feathers among my fellow HR professionals/trainers, but that is not my intention.
Thanks,
Dinesh V Divekar
From India, Bangalore
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My comments are as below:
Understanding Stress: Output and Input
- Stress is both an output and an input. It is a result, not a cause. Therefore, focus your training efforts on addressing the cause rather than the result. Conducting training on stress management without addressing the root cause will necessitate repeated training sessions.
Organizational vs. Personal Factors
- Stress arises from both organizational and personal factors. Address organizational factors first, and personal factors will likely follow. Key organizational factors include:
- Improper manpower planning
- Inadequate recruitment (a square peg in a round hole?)
- Lack of requisite skills among staff members
- Management sets goals but provides incorrect or no direction.
- Management has its own clique, listening to only a select few.
- Excessive emphasis on customer satisfaction, forcing techies to take calls even after midnight, disrupting their sleep.
- Lack of well-defined systems and processes. Without clear systems, staff from diverse backgrounds bring their previous experiences, creating a hodgepodge.
- Rigid adherence to processes, causing staff to miss the bigger picture.
- Recurrence of mistakes due to attrition.
- Management blindly benchmarks against industry leaders without integrating their culture.
- Management treats high-performers differently, causing friction among employees.
Yoga and Stress Management
- Yoga is often suggested as a method for stress management. However, corporate life issues cannot be solved spiritually. If the water in the pot is boiling, we must turn off the heat, not just add ice cubes. Yoga or other remedies are temporary solutions, akin to adding ice cubes to a boiling pot.
Training Material and Effectiveness
- There is abundant material available on stress management. Many trainers, including myself, use it. However, I have yet to meet a trainer who confidently claims to have permanently resolved employee stress. Training efforts often feel like water off a duck's back.
Role of In-House HR Professionals as Trainers
- Regarding your role as a trainer, my experience suggests that in-house HR professionals often do not succeed as trainers. If your goal is to gain training experience, proceed. However, it may be in your company's best interest to hire external trainers.
These are my candid views. My honesty may ruffle some feathers among my fellow HR professionals/trainers, but that is not my intention.
Thanks,
Dinesh V Divekar
From India, Bangalore
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Dear Ashlesha, Dinesh Divekar has given you sound advice; hence, I will ask you some questions. Do you own the software company or work there? Are the 40 people under stress at work and have they expressed it or exhibited behavior related to stress? If you are not the owner, then what role do you have? Do you have any experience in conducting training? Just as children listen to non-family members about certain problems, staff may also respond better to outsiders than to internal trainers.
Have a nice day.
Simhan A retired academic in the UK.
Hello All, I want to conduct training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From United Kingdom
Acknowledge(0)Amend(0)
Have a nice day.
Simhan A retired academic in the UK.
Hello All, I want to conduct training on stress management in my software company. The company size is 40 people. Can you please help me out with the requirements I would need to conduct the same? What can be included in this and how can I begin with it? What content should be included? I am the only HR person who would be doing it.
Kindly suggest something.
Ashlesha
From United Kingdom
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Thank you for having suggested wisely in your own respective ways. I agree with each of you. Coming back to Simhan's questions:
Background and Role
Simhan, I do not own the software company. I'm working as an HR person for 2 years. The HR function started with my entry into the company, and since then, I'm the only one handling all HR activities. Employee stress within my company is exhibited through their behavior. I do not have experience in conducting any training. My direct interaction with my employees related to HR is only during an induction activity, some employee engagement activities, and when certain issues are discussed with me by my employees regarding work rules or any such matters. At other times, we are all colleagues carrying out different roles.
Interest in Training Programs
Knowing the stress levels within my company, my Director has asked me if I would like to conduct a training program for stress as I had shown interest in conducting some training activities. For the same reason, I have approached this site for some feedback.
From India, Mumbai
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Background and Role
Simhan, I do not own the software company. I'm working as an HR person for 2 years. The HR function started with my entry into the company, and since then, I'm the only one handling all HR activities. Employee stress within my company is exhibited through their behavior. I do not have experience in conducting any training. My direct interaction with my employees related to HR is only during an induction activity, some employee engagement activities, and when certain issues are discussed with me by my employees regarding work rules or any such matters. At other times, we are all colleagues carrying out different roles.
Interest in Training Programs
Knowing the stress levels within my company, my Director has asked me if I would like to conduct a training program for stress as I had shown interest in conducting some training activities. For the same reason, I have approached this site for some feedback.
From India, Mumbai
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Thank you for answering all my questions. My sincere advice is to ask your colleagues to take a test, such as the one based on Cary L. Cooper's work. You can find it at http://www.google.co.uk/#sclient=psy...87dfd63891046d.
Then, consider engaging an outsider to deliver a presentation. Staff can keep their responses confidential by taking the test themselves.
Have a nice day.
Regards,
Simhan
From United Kingdom
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Then, consider engaging an outsider to deliver a presentation. Staff can keep their responses confidential by taking the test themselves.
Have a nice day.
Regards,
Simhan
From United Kingdom
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Thank you very much for providing me with the link for STRESS MANAGEMENT. It's quite useful, and I am sure it will enhance productivity in our employees. If you know of similar test links for EFFECTIVE TIME MANAGEMENT, EFFECTIVE COMMUNICATION SKILLS (ORAL & WRITTEN), LEADERSHIP SKILLS, ATTITUDE, CREATIVITY, and more, kindly do share them with me.
With profound regards,
From India, Chennai
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With profound regards,
From India, Chennai
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STRESS MANAGEMENT.ppt
Training on effective Performance Management.pdf