Dear All,
I had a thought this morning which I want to share with you all.
In today's technology centered world, there is no dearth of knowledge. A lot of reading material is available on the internet, much more than we need. We can all browse on various topics and get the best of the materials. Sometimes we also forward such material to this or any other such group so that others also benefit from good articles.
However, there is a flip side too. Many of us sometimes just transfer this knowledge from one storehouse to other. We become just a messenger. We don't rack our brains and think on the subject. We don't add value to the subject. So ultimately what happens is that we become knowledgeable but not wise. Our minds are not sharpened. (Covey has rightly said that we need to sharpen the saw often).
What we can do is:
• Select 10 different topics related to HR after brainstorming on whole list of topics. (Topics should be very specific and not too general, broad in nature or vague). One topic could be taken for a week.
• Personal contribution by the group members on the topic.
(It would make more sense if the group member personally thinks and writes on the subject. It could be his/her thoughts, ideas, experiences, related examples, suggestions etc.. What I mean is not just copy and paste an article from somewhere else).
The idea behind our own contribution is that we could develop our writing skills, imagination and creative skills, analytical and logical skills. I am sure this would boost our morale too. :D The idea is to help ourselves in improving various skills.
• Discussion to continue for a week. A recap the end of the week of the major points.
Lastly, we need at least 10 sincere, dedicated individuals who would take the responsibility to provide the recap at the end of the week. (One topic per individual). Of course, I would be one of them!
Anticipating your comments and suggestions.
Regards,
Surbhi
From India, Pune
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1I had a thought this morning which I want to share with you all.
In today's technology centered world, there is no dearth of knowledge. A lot of reading material is available on the internet, much more than we need. We can all browse on various topics and get the best of the materials. Sometimes we also forward such material to this or any other such group so that others also benefit from good articles.
However, there is a flip side too. Many of us sometimes just transfer this knowledge from one storehouse to other. We become just a messenger. We don't rack our brains and think on the subject. We don't add value to the subject. So ultimately what happens is that we become knowledgeable but not wise. Our minds are not sharpened. (Covey has rightly said that we need to sharpen the saw often).
What we can do is:
• Select 10 different topics related to HR after brainstorming on whole list of topics. (Topics should be very specific and not too general, broad in nature or vague). One topic could be taken for a week.
• Personal contribution by the group members on the topic.
(It would make more sense if the group member personally thinks and writes on the subject. It could be his/her thoughts, ideas, experiences, related examples, suggestions etc.. What I mean is not just copy and paste an article from somewhere else).
The idea behind our own contribution is that we could develop our writing skills, imagination and creative skills, analytical and logical skills. I am sure this would boost our morale too. :D The idea is to help ourselves in improving various skills.
• Discussion to continue for a week. A recap the end of the week of the major points.
Lastly, we need at least 10 sincere, dedicated individuals who would take the responsibility to provide the recap at the end of the week. (One topic per individual). Of course, I would be one of them!
Anticipating your comments and suggestions.
Regards,
Surbhi
From India, Pune
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Very pertinent observations indeed! From a situation of information scarcity, we have now arrived at one where information is overwhelmingly plentiful. Thus, there is no perceived need to store. The internet, like the pizza outlet, is always on call.
Surbhi, there is no harm in trying out what you have said. I am engaged in a similar exercise myself (in another field, not HR), so cannot volunteer. Just one suggestion: Keep the topic tiny enough to be closed in one sitting.
Best wishes
A. R. Eclexys
From India, Mumbai
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Surbhi, there is no harm in trying out what you have said. I am engaged in a similar exercise myself (in another field, not HR), so cannot volunteer. Just one suggestion: Keep the topic tiny enough to be closed in one sitting.
Best wishes
A. R. Eclexys
From India, Mumbai
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Hi Surbhi!!!!!!!!! Thats a wonderful idea........ i apprecitate u for thinking so deep about the topic n sharing wat u analiysed............... Regards, MOnika
From India, Delhi
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From India, Delhi
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Excerllent ! Thanx for sharing this innovative idea and enlightening me. Actually I am of the same thought n trying to proceed further. Cheers, Chary VS
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Everything said and done.... but can we now actually brainstorm and select a topic so that we can start our discussion
From India, Thana
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From India, Thana
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Dear All,
Since no one has suggested any topics, allow me:
1. Making a new employee feel at home: Techniques and Practices
2. Quantitative methods in HR
3. How HR will evolve in the next decade.
I hope this triggers the posting of better topics.
From India, Mumbai
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Since no one has suggested any topics, allow me:
1. Making a new employee feel at home: Techniques and Practices
2. Quantitative methods in HR
3. How HR will evolve in the next decade.
I hope this triggers the posting of better topics.
From India, Mumbai
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Hello, this is my first post to the forum.
I have a suggestion about this initiative. I have often had occasions to guide learners, and I have been advocating a method of learning with a 60-40 success ratio. When we read about a topic, we should consciously try to create significant multiple-choice questions based on it. This technique puts brakes on our reading, forcing us to THINK and ASSIMILATE. It also structures our learning and provides a means of recall. These questions should not be made with the intention of posing them to somebody, but that could well be an additional use.
I humbly acknowledge that I developed this technique unconsciously more than 15 years ago under the guidance of Shri Prasanna Vishwasrao, then Manager at the National School of Banking, Mumbai, though he may be unaware of this.
I have a selfish interest here. I need your feedback after you have tried it out (please not before!). I will be thankful for your efforts.
Best wishes,
MK
From India, Mumbai
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I have a suggestion about this initiative. I have often had occasions to guide learners, and I have been advocating a method of learning with a 60-40 success ratio. When we read about a topic, we should consciously try to create significant multiple-choice questions based on it. This technique puts brakes on our reading, forcing us to THINK and ASSIMILATE. It also structures our learning and provides a means of recall. These questions should not be made with the intention of posing them to somebody, but that could well be an additional use.
I humbly acknowledge that I developed this technique unconsciously more than 15 years ago under the guidance of Shri Prasanna Vishwasrao, then Manager at the National School of Banking, Mumbai, though he may be unaware of this.
I have a selfish interest here. I need your feedback after you have tried it out (please not before!). I will be thankful for your efforts.
Best wishes,
MK
From India, Mumbai
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Brillinat Idea Surabhi... Why dont we start discussing "Attrition management/control" as I am sure that this is a major issues with all HR professionals. Regards, Faisal Wahedi
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Dear Surbhi, It is good idea. Please select one topic and we all can contribute for the same. Regards, Prasad.Y
From India, Bangalore
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From India, Bangalore
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Dear All,
Thank you all for your responses! I think we have enough people now on board to start brainstorming for topics. So far, we have the following four topics:
- Attrition management/control
- Making a new employee feel at home: Techniques and Practices
- Quantitative methods in HR
- How HR will evolve in the next decade
We are waiting for more suggestions.
Regards,
Surbhi
From India, Pune
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Thank you all for your responses! I think we have enough people now on board to start brainstorming for topics. So far, we have the following four topics:
- Attrition management/control
- Making a new employee feel at home: Techniques and Practices
- Quantitative methods in HR
- How HR will evolve in the next decade
We are waiting for more suggestions.
Regards,
Surbhi
From India, Pune
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Some more topics:
1. Employees on the way out: How to handle employees in their notice periods.
2. Psychology in HR.
3. Lateral career movements out of HR.
4. Sensitivity in handling matters pertaining to deceased employees.
Regards,
MK
From India, Mumbai
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1. Employees on the way out: How to handle employees in their notice periods.
2. Psychology in HR.
3. Lateral career movements out of HR.
4. Sensitivity in handling matters pertaining to deceased employees.
Regards,
MK
From India, Mumbai
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Dear All,
Thank you for your suggestions. I think we should start with whatever topics we have, and more suggestions are welcome.
For this week, I have chosen "Attrition management/control." I will begin a new message thread on this topic.
I would appreciate it if you could all please vote on one of the following topics for next week:
- Attrition management/control
- Making a new employee feel at home: Techniques and Practices
- Quantitative methods in HR
- How HR will evolve in the next decade
- Employees on the way out: How to handle employees in their notice periods
- Psychology in HR
- Lateral career movements out of HR
- Sensitivity in handling matters pertaining to deceased employees
Thank you for your cooperation and time.
Regards,
Surbhi
From India, Pune
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Thank you for your suggestions. I think we should start with whatever topics we have, and more suggestions are welcome.
For this week, I have chosen "Attrition management/control." I will begin a new message thread on this topic.
I would appreciate it if you could all please vote on one of the following topics for next week:
- Attrition management/control
- Making a new employee feel at home: Techniques and Practices
- Quantitative methods in HR
- How HR will evolve in the next decade
- Employees on the way out: How to handle employees in their notice periods
- Psychology in HR
- Lateral career movements out of HR
- Sensitivity in handling matters pertaining to deceased employees
Thank you for your cooperation and time.
Regards,
Surbhi
From India, Pune
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Guys lets start with attrition management.
Although i am not from HR field but Hr is my all time fav. subject so would like to contribute something for it.
How to Control attrition
Well i guess to reduce the ttrition rate ........an organisation should provide a healthy atmosphere , Healthy salary and encouragement.
One shud take care of what the employee expects from an organisaion . A list should be prepared considering all the important factors and a follow up shud be done on regular basis.
-Develop and communicate a strong strategic vision
-Provide relationship coaching and help people develop to their potential
-Reward managers for their relationship skills - not only on technical know-how and financial results
-People don't leave jobs, they leave managers! Replace managers who will not develop relationship skills
-Compliments and thanks cost little and can bring great benefits
-Let employees know that their opinions are valuable
Varios factors considered can be-
Why employee leaves
Exit interviews can be conducted
PMS shoud be taken care of
and there can be many more measures
Guyz plz initiate and let me know few more things
Regards
Vartika
From India, Jaipur
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Although i am not from HR field but Hr is my all time fav. subject so would like to contribute something for it.
How to Control attrition
Well i guess to reduce the ttrition rate ........an organisation should provide a healthy atmosphere , Healthy salary and encouragement.
One shud take care of what the employee expects from an organisaion . A list should be prepared considering all the important factors and a follow up shud be done on regular basis.
-Develop and communicate a strong strategic vision
-Provide relationship coaching and help people develop to their potential
-Reward managers for their relationship skills - not only on technical know-how and financial results
-People don't leave jobs, they leave managers! Replace managers who will not develop relationship skills
-Compliments and thanks cost little and can bring great benefits
-Let employees know that their opinions are valuable
Varios factors considered can be-
Why employee leaves
Exit interviews can be conducted
PMS shoud be taken care of
and there can be many more measures
Guyz plz initiate and let me know few more things
Regards
Vartika
From India, Jaipur
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Let me play the role of the devil's advocate here. Please allow me to present a slightly different view on the topic of attrition management. Is attrition really a bad thing? What would you consider cleaner, and hence more desirable - a pool with water stagnant over a long period of time, or a stream that has a continuous flow of water? Aren't the 20-40% of employees who leave paving the way for an equal number of new entrants, who bring with them new ideas, the latest knowledge and many times, a new culture? And don't forget the fact that a new employee is always more enthusiastic and hardworking than an old one because he or she has to prove himself/herself in the new organization until they become complacent or are taken for granted with the passage of time.
Of course, everybody knows that included in the statistics of attrition percentage is a fairly large number of employees whom the organization actually wants to get rid of.
Can we have your views and counter views, please?
From India, Mumbai
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Of course, everybody knows that included in the statistics of attrition percentage is a fairly large number of employees whom the organization actually wants to get rid of.
Can we have your views and counter views, please?
From India, Mumbai
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Great thought.
Today, the biggest problem that exists in front of a company is talent acquisition at different levels. I would like to suggest the topic to be: Is there a better way of talent acquisition and retention than the traditional ones like portals, consultants, job postings, and advertisements? Or, for that matter, are there better ways of retaining people than just pouring in salary and perks?
From India, Delhi
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Today, the biggest problem that exists in front of a company is talent acquisition at different levels. I would like to suggest the topic to be: Is there a better way of talent acquisition and retention than the traditional ones like portals, consultants, job postings, and advertisements? Or, for that matter, are there better ways of retaining people than just pouring in salary and perks?
From India, Delhi
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The point here is that the only reason a person leaves a job is that they feel stagnant, have problems with management, face salary issues, or lack growth. To be competitive, companies have started offering competitive salaries to employees. Management always keeps an eye on whether an employee has a problem and how to cater to it.
Now, if we think logically, 90 out of 100 times a person leaves for growth in responsibility, new learning, challenging projects, etc. It's not that the same company cannot offer that growth to the employee. Why can't we look at our own people and help them move forward rather than hiring people at a higher level with so much difficulty, entering into a race where we hire one from Company X and lose two to Company Y?
It's all about planning and managing it. So, there is a need for good planners and managers.
Everybody would agree that we see less or no attrition in a small company, and most people say it's because of their size. But I don't think size matters if we plan and implement in a better way. I started with a small company and had the best feeling working there. The problem I faced was that the company grew, and management became weak. All personal care, team building, belongingness went for a toss, people started feeling demotivated, and moved on. The company started hiring senior people from outside because it grew, without even considering the people who contributed to its growth.
I guess attrition has nothing to do with salary or perks but with management's inability to carve the growth path of its people concerning the company's growth.
From India, Delhi
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Now, if we think logically, 90 out of 100 times a person leaves for growth in responsibility, new learning, challenging projects, etc. It's not that the same company cannot offer that growth to the employee. Why can't we look at our own people and help them move forward rather than hiring people at a higher level with so much difficulty, entering into a race where we hire one from Company X and lose two to Company Y?
It's all about planning and managing it. So, there is a need for good planners and managers.
Everybody would agree that we see less or no attrition in a small company, and most people say it's because of their size. But I don't think size matters if we plan and implement in a better way. I started with a small company and had the best feeling working there. The problem I faced was that the company grew, and management became weak. All personal care, team building, belongingness went for a toss, people started feeling demotivated, and moved on. The company started hiring senior people from outside because it grew, without even considering the people who contributed to its growth.
I guess attrition has nothing to do with salary or perks but with management's inability to carve the growth path of its people concerning the company's growth.
From India, Delhi
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Hello Raj, Abhishek, and Vartika,
Thank you for your contribution. It's nice to read your varied thoughts.
I have a small request. If it is not inconvenient for you, would you please submit these posts also in the new message thread "Your thoughts on Attrition/Management" in the Training and Development section? We will continue our discussion on the above topic in the new thread.
Sorry for the inconvenience.
Thanks.
Regards,
Surbhi.
From India, Pune
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Thank you for your contribution. It's nice to read your varied thoughts.
I have a small request. If it is not inconvenient for you, would you please submit these posts also in the new message thread "Your thoughts on Attrition/Management" in the Training and Development section? We will continue our discussion on the above topic in the new thread.
Sorry for the inconvenience.
Thanks.
Regards,
Surbhi.
From India, Pune
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Hi Folks,
Attrition Management/Control.
A very good, hot and the biggest challenge for the HRs these days is Attrition. If the employee gets what ever s/he expects from the company then s/he won't even think of leaving the org.
The Ground Reality for Attrition:-
Previously the situation was entirely different if an employee starts his career with a company he retires from the same company other wise a very less job changes. Then they satisfied with what ever they used to get lets say their salaries or the facilities provided by the org etc. Now the picture is entirely different.
After globalization all the companies started competing each other by giving better salaries by proving better facilities to attract the talent pool. By looking at these generly people tend for betterment.
Attrition Management/Control:-
„XThe reduction of attrition should start from right kind of recruitment.
„XGood Employee Retention Strategy
„XMaking the Employee Friendly Policies
„XCreating good Employer and Employee brand (Recognition)
„XEmployee Career Development programmes
„XFun games, Picnics to mitigate the Stress and make them feel happy
„XGood Exit Interview strategy to know the faults and correct them
„XI strongly believe that even the family members of the employees who are back at the home; even they will have an impact on employeeˇ¦s mind to opt for a change. So the org should conduct some specialized programs by inviting the family members and having and regularly interacting with them to say that we are here to take care of you that would definitely have an impact.
Of course the reason for an employee leaving the org may not be the same what other employee has but these are some of the ways to eradicate the Attrition.
Letˇ¦s see what other friends have to say.
Regards,
Kalyan. :D
From India, Bangalore
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Attrition Management/Control.
A very good, hot and the biggest challenge for the HRs these days is Attrition. If the employee gets what ever s/he expects from the company then s/he won't even think of leaving the org.
The Ground Reality for Attrition:-
Previously the situation was entirely different if an employee starts his career with a company he retires from the same company other wise a very less job changes. Then they satisfied with what ever they used to get lets say their salaries or the facilities provided by the org etc. Now the picture is entirely different.
After globalization all the companies started competing each other by giving better salaries by proving better facilities to attract the talent pool. By looking at these generly people tend for betterment.
Attrition Management/Control:-
„XThe reduction of attrition should start from right kind of recruitment.
„XGood Employee Retention Strategy
„XMaking the Employee Friendly Policies
„XCreating good Employer and Employee brand (Recognition)
„XEmployee Career Development programmes
„XFun games, Picnics to mitigate the Stress and make them feel happy
„XGood Exit Interview strategy to know the faults and correct them
„XI strongly believe that even the family members of the employees who are back at the home; even they will have an impact on employeeˇ¦s mind to opt for a change. So the org should conduct some specialized programs by inviting the family members and having and regularly interacting with them to say that we are here to take care of you that would definitely have an impact.
Of course the reason for an employee leaving the org may not be the same what other employee has but these are some of the ways to eradicate the Attrition.
Letˇ¦s see what other friends have to say.
Regards,
Kalyan. :D
From India, Bangalore
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Dear All,
We have already started a discussion on the topic in the new post "Your thoughts on Attrition Management/Control" in the Training and Development Section today. Joylyn, you are welcome to contribute your thoughts.
An earnest request:
Please do not submit your posts regarding Attrition Management in this section. Kindly submit your new posts in the above-mentioned section.
I am sorry for the confusion. I will take care of it in the future.
Kalyan, would it be possible for you to resubmit your post in the new message thread?
Thanks.
Regards,
Surbhi
From India, Pune
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We have already started a discussion on the topic in the new post "Your thoughts on Attrition Management/Control" in the Training and Development Section today. Joylyn, you are welcome to contribute your thoughts.
An earnest request:
Please do not submit your posts regarding Attrition Management in this section. Kindly submit your new posts in the above-mentioned section.
I am sorry for the confusion. I will take care of it in the future.
Kalyan, would it be possible for you to resubmit your post in the new message thread?
Thanks.
Regards,
Surbhi
From India, Pune
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Hi Surbhi,
There are already several threads running about attrition. One is at <link no longer exists - removed>. I think your good initiative is in danger of being reduced to a thread. Maybe we should develop thoughts on how to better manage this sort of activity. Would it be better, for example, if this were a moderated activity?
Best wishes,
A R Eclexys
From India, Mumbai
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There are already several threads running about attrition. One is at <link no longer exists - removed>. I think your good initiative is in danger of being reduced to a thread. Maybe we should develop thoughts on how to better manage this sort of activity. Would it be better, for example, if this were a moderated activity?
Best wishes,
A R Eclexys
From India, Mumbai
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Hi everybody,
Thanks, Surbhi, for starting this activity.
I am afraid this activity is going to be a difficult one to control. Can I suggest the following methodology? It may be long-winded, but I trust it will bring in healthy discipline.
1. Choose a topic.
2. Members send short subtopics to be covered within it. Subtopics within subtopics should be allowed only to two levels.
3. Surbhi takes the lead in grouping the subtopics and arranging the subgroups.
4. Volunteers prepare Base Notes on each subtopic. It should cover the simplest description/definition and factual, easily available, and non-controversial information about the subtopic (like Wikipedia).
5. The Base Notes undergo a round of comments and changes.
6. Once a Base Note is ready, that subtopic is taken up, discussed for a week, and then closed.
7. A volunteer collates the material so generated and prepares a Subtopic White Paper.
8. A similar exercise is taken up for a parent topic: its White Paper would, among other things, also link up its subtopics.
And so on...
I accept that this is easier said than done.
In an earlier post to this thread, I had suggested that whatever we study, we prepare multiple-choice questions on it. Please try it out. It may work!
Thanks,
MK
From India, Mumbai
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Thanks, Surbhi, for starting this activity.
I am afraid this activity is going to be a difficult one to control. Can I suggest the following methodology? It may be long-winded, but I trust it will bring in healthy discipline.
1. Choose a topic.
2. Members send short subtopics to be covered within it. Subtopics within subtopics should be allowed only to two levels.
3. Surbhi takes the lead in grouping the subtopics and arranging the subgroups.
4. Volunteers prepare Base Notes on each subtopic. It should cover the simplest description/definition and factual, easily available, and non-controversial information about the subtopic (like Wikipedia).
5. The Base Notes undergo a round of comments and changes.
6. Once a Base Note is ready, that subtopic is taken up, discussed for a week, and then closed.
7. A volunteer collates the material so generated and prepares a Subtopic White Paper.
8. A similar exercise is taken up for a parent topic: its White Paper would, among other things, also link up its subtopics.
And so on...
I accept that this is easier said than done.
In an earlier post to this thread, I had suggested that whatever we study, we prepare multiple-choice questions on it. Please try it out. It may work!
Thanks,
MK
From India, Mumbai
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Thanx for sharing this idea. Actually this is my frist exprience as a hr so i can learn lots of things. vrushali
From India, Mumbai
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From India, Mumbai
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Hello Eclexys and MK,
I understand what you say. I also saw the messages on the link that you sent. A good discussion is going on over there too. We really need to think a little more on how to manage. What I feel is we continue with the discussion for this week as we have already started it. Let us see what we can do for the next topic.
MK, both your ideas are good. Definitely if done systematically with discipline, it will bring in good results. However, I am still not sure whether it would work out or not. Let's think on it. Maybe we get some better options.
Thanks to both of you for your insights.
Regards,
Surbhi
From India, Pune
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I understand what you say. I also saw the messages on the link that you sent. A good discussion is going on over there too. We really need to think a little more on how to manage. What I feel is we continue with the discussion for this week as we have already started it. Let us see what we can do for the next topic.
MK, both your ideas are good. Definitely if done systematically with discipline, it will bring in good results. However, I am still not sure whether it would work out or not. Let's think on it. Maybe we get some better options.
Thanks to both of you for your insights.
Regards,
Surbhi
From India, Pune
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Dear Surbhi,
That was a profound thought. I completely agree with you. Our lives have become very mechanical, and as information is just a click away, we tend to get it without trying to use our brains. Kudos to you for bringing to light a matter which seems insignificant but has massive relevance in our day-to-day life.
Do keep sharing such wonderful thoughts.
Warm Regards, Nandita
From India, Pune
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That was a profound thought. I completely agree with you. Our lives have become very mechanical, and as information is just a click away, we tend to get it without trying to use our brains. Kudos to you for bringing to light a matter which seems insignificant but has massive relevance in our day-to-day life.
Do keep sharing such wonderful thoughts.
Warm Regards, Nandita
From India, Pune
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Surbhi,
I am fairly new to this forum. As I am browsing through it, I realize the immense value that is contained in its threads. I think the initiative you have taken could take shape even if we limit ourselves to these threads. Just a thought, that was.
Best wishes,
MK
From India, Mumbai
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I am fairly new to this forum. As I am browsing through it, I realize the immense value that is contained in its threads. I think the initiative you have taken could take shape even if we limit ourselves to these threads. Just a thought, that was.
Best wishes,
MK
From India, Mumbai
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Dear All,
Thank you all for your participation. We have already finished the discussion on one topic: "Attrition Control." Yesterday, I also posted the summary of the discussion. Please go through the message thread "Your thoughts on Attrition Management/Control."
I am planning to start the next topic: "Techniques for making a new employee feel at home" tomorrow. I tried brainstorming for more topics, but received no replies. Any suggestions before starting the next topic? You can also write to me at surbhidesai@gmail.com.
Regards,
Surbhi
From India, Pune
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Thank you all for your participation. We have already finished the discussion on one topic: "Attrition Control." Yesterday, I also posted the summary of the discussion. Please go through the message thread "Your thoughts on Attrition Management/Control."
I am planning to start the next topic: "Techniques for making a new employee feel at home" tomorrow. I tried brainstorming for more topics, but received no replies. Any suggestions before starting the next topic? You can also write to me at surbhidesai@gmail.com.
Regards,
Surbhi
From India, Pune
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