I am an HR executive. I need your valuable guidance on what kind of suggestions can be given in management meetings or to the boss for organizational growth, development, and employee betterment. Waiting for suggestions.
Regards,
Chanchal
From India, Delhi
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Regards,
Chanchal
From India, Delhi
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Take a look around your office. Analyze what's wrong and right, and identify what you think can be corrected and improved. Discuss with colleagues from the peon level to the top-level staff to understand their perspectives. Admire what is good and ignore ideas that are too demanding. Then, draft your own "Suggestions" in the simplest form possible and present them in a meeting.
Wishing you all the best.
In my experience, the "Suggestions" that make "History" and hold value in "Employees' Careers" are those presented in the simplest form.
Best regards,
Ukmitra
From Saudi Arabia, Riyadh
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297Wishing you all the best.
In my experience, the "Suggestions" that make "History" and hold value in "Employees' Careers" are those presented in the simplest form.
Best regards,
Ukmitra
From Saudi Arabia, Riyadh
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Understanding the Role of Economic Organizations
The question is simple, but as usual, the answer is difficult! Industrial organizations are first and foremost "economic organizations," which means all resources must first work to generate surplus. When you employ human resources, you initially incur the inevitable cost to get started. It is only when the system begins generating surplus that the question of fair and generous sharing with all resources arises.
It is almost like the question, "which came first, the chicken or the egg?" Therefore, as a policy, you engage employees with reasonable assurance that they will add value, and after they do, their value will increase.
Fostering Employee Development
Initially, your approach should be to ascertain if the employees are giving their best and whether they have the ability to add value. Therefore, focus on training for necessary skills, commitment to the assigned tasks, discipline, punctuality, attitude, teamwork, and fostering an inclusive work culture so that employees feel cared for and are at peace with their situation.
What do your observations and experiences in dealing with people in your organization reveal? What treatment are they receiving from those responsible for their productivity? These will highlight areas for action to consolidate culture, develop a sense of belonging, and motivate them to exert greater effort, work on rejections, cooperate, and maintain a learning attitude.
Approaches to Employee Management
By starting in this manner, newer approaches will become visible to you. Managing workers and any class of employees is primarily about good-natured, generous conduct. Sometimes, you may need to be a strict (but not inhuman) disciplinarian at work.
The more you do, the more there is to do! For a start, I believe this response will provide you with some leads to begin working on!
Let us know your decisions and experiences. However, do not be disheartened if your superiors do not immediately adopt your suggestions and implement them. Their priorities may not allow for a soft approach at this stage of the organization, and I am unaware of how old your organization is! You must be an effective salesperson to convince your superiors of your ideas and be patient until they adopt your suggestions!
There is a lot of thrill and challenge in HR work. Embrace it wholeheartedly and share your experiences on this message board.
Regards,
Samvedan
August 5, 2012
From India, Pune
Acknowledge(1)Amend(0)
The question is simple, but as usual, the answer is difficult! Industrial organizations are first and foremost "economic organizations," which means all resources must first work to generate surplus. When you employ human resources, you initially incur the inevitable cost to get started. It is only when the system begins generating surplus that the question of fair and generous sharing with all resources arises.
It is almost like the question, "which came first, the chicken or the egg?" Therefore, as a policy, you engage employees with reasonable assurance that they will add value, and after they do, their value will increase.
Fostering Employee Development
Initially, your approach should be to ascertain if the employees are giving their best and whether they have the ability to add value. Therefore, focus on training for necessary skills, commitment to the assigned tasks, discipline, punctuality, attitude, teamwork, and fostering an inclusive work culture so that employees feel cared for and are at peace with their situation.
What do your observations and experiences in dealing with people in your organization reveal? What treatment are they receiving from those responsible for their productivity? These will highlight areas for action to consolidate culture, develop a sense of belonging, and motivate them to exert greater effort, work on rejections, cooperate, and maintain a learning attitude.
Approaches to Employee Management
By starting in this manner, newer approaches will become visible to you. Managing workers and any class of employees is primarily about good-natured, generous conduct. Sometimes, you may need to be a strict (but not inhuman) disciplinarian at work.
The more you do, the more there is to do! For a start, I believe this response will provide you with some leads to begin working on!
Let us know your decisions and experiences. However, do not be disheartened if your superiors do not immediately adopt your suggestions and implement them. Their priorities may not allow for a soft approach at this stage of the organization, and I am unaware of how old your organization is! You must be an effective salesperson to convince your superiors of your ideas and be patient until they adopt your suggestions!
There is a lot of thrill and challenge in HR work. Embrace it wholeheartedly and share your experiences on this message board.
Regards,
Samvedan
August 5, 2012
From India, Pune
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