Disengaged employees tend to only follow the routines and sometimes, get involved in actions that could disrupt the normal functioning of organization. When employees are engaged at work they feel they are doing something valuable for their organization and that their efforts will make a difference. This creates the need for management to stress on engagement programs which will encourage this feeling of belonging. Employees who feel engaged in their tasks do a better job, are less likely to make mistakes, and bring more energy, dedication and drive into their performance.

There are a number of things you can do to make your employees feel engaged with the organization they work for. Regular face-to-face communication with your staff members can prove to be a useful employee engagement activity you can choose to put up weekly or monthly posts to keeping your employees updated with what is happening around them. You can also introduce activities like recognizing and awarding employees who outdo themselves. Not only do you reward and acknowledge the hard work of some of your staff members; you also encourage others to do as much. Activities like celebrating different festivals and developing benefits aligned to employees needs can help in developing greater employee engagement.

Off site activities are another way to make employees feel engaged in the company and connected to their coworkers. Employee engagement programs may include regular social activities and outings, sports teams or races and activities that pit the company against other businesses. When employees have the opportunity to bond as part of a company sponsored outing, the feeling of family and connection will grow even stronger.

Companies need to bring on board Employee Engagement programs to enhance the quality of the work environment for better productivity and morale. This could also result in improved organizational performance. Word usually gets around fast about good places to work, and if employee engagement programs are boosting the reputation of your business, you may end up with a lot more resumes at the time of recruitment. Employee engagement programs can help make your business a place that everyone wants to work and no one wants to leave.

                                                                                 Priyanka Raikar

Resurge Management Consultants Pvt Ltd

While all these activities are being planned, the main focus of the exercise will be on Talent Management and Leadership Development. The mature HR professional strives for continuous excellence and this is best ensured by a schedule of regular and focused training. Planned training activities aid personal and professional development of the employee, thus becoming both a motivational tool as well as a revenue generator that will improve the company’s bottom line.

And yet, no training can be effective unless it is based on an understanding of the needs of the trainee. It is important to note that the training needs assessment and the actual  design, implementation and evaluation of the same is a continual process for every organization.

NEEDS ASSESSMENT

To be effective and efficient, all training programs start with a needs assessment. Much before actual training, the training manager must determine the 4 W’s and 1 H, ie, Who, What, When, Where, Why and How of training. To do this, the training manager analyzes the Organizational goals and objectives; Jobs and related tasks that need to be learned; Competencies and skills that are need to perform the job and Individuals to be trained.

The needs assessment will then determine the gap between what is currently in place and what is needed – right now and in the future. Gaps can include discrepancies/differences between what the organization expects to happen and what actually happens; the current and desired job performance and the existing and desired competencies and skills.

A needs assessment can also be used to assist with competencies and performance of work teams, Problem solving or productivity issues and the need to prepare for and respond to future changes in the organization or job duties. Sometimes the needs assessment will also result in an understanding that training is not the solution and some performance gaps can be reduced or eliminated through other management solutions.

Once the needs assessment is completed and training objectives clearly identified, the design phase of the training and development process is initiated and the training is ready for implementation. The final phase in the training and development program is evaluation of the program to determine whether the training objectives were met. The evaluation process includes determining participant reaction to the training program, how much participants learned and how well the participants transfer the training back on the job. The information gathered from the training evaluation is then included in the next cycle of training needs assessment.

Meenakshi Sharma

Director

Some Business Etiquette tips which can really help you earn the respect of fellow Professionals:

Attire & Appearance
Business Etiquette is not just about acceptable behavior but also what you wear. Always dress appropriately and make sure your clothes are not wrinkled. Other than that you can wear suits or business casual clothes according to what the occasion demands. Some formal events may require you to follow dress codes and so try not to deviate from those requirements.

Punctuality
Make sure that you arrive at all appointments on time. Arriving a minute early is okay but being a minute late is not. Punctuality makes your associates understand your commitment to what you are doing. If you are hosting a meeting, make sure you arrive at least 30 minutes early and check on the arrangements.

The Handshake
A good handshake will grant you instant rapport when meeting someone new. We often wonder when is the right time to shake hands. You shake hands when you introduce yourself and then again when your meeting is over or when you’re leaving the premises. Greet everyone with a firm handshake coupled with a warm smile and direct eye contact.

Introducing People
When introducing people to each other, you should know that individuals who are lower down the organizational hierarchy should be introduced to those above them.

Dining
When you are at a business party, never have more than two drinks. Getting tipsy can be really harmful for your image. You should also observe basic table manners such as keeping glass ware to the right and bread plates to the left. If you are the host, be sure to raise the first toast of the evening. Never, ever talk with your mouth full. Instead, take small bites so you can quickly swallow if somebody asks you a question.

The important thing to remember is that if you strive to make the people around you feel comfortable and valued, you have succeeded whether you’re perfectly in conformity with these or any rules you’ve read.

Vanessa Dias

Resurge Management Consultant Pvt. Ltd.

Compliance refers to the actions required on the part of the organization within the framework of law and regulation in managing its human resource – right from recruiting its employees to the close of the employment relationship – it includes paying wages, managing performance, providing adequate working conditions or dealing with discrimination or sexual harassment. It means doing the specific actions required on the part of the organization, not doing prohibited actions, maintaining registers and records and filing required forms and returns. Employee legislation includes the Factories Act, Goa Shops & Establishments Act, Employees Provident Fund & Miscellaneous Provisions Act, Employees State Insurance Act, Payment of Bonus Act, Payment of Gratuity Act, Contract Labour (Regulation & Abolition Act), Industrial Employment (Standing Orders) Act, Industrial Disputes Act and the Workmen’s Compensation Act.

Compliance management requires an organization to adopt a specialist approach, review its actions for legal risk, meet the detailed requirements of compliance and manage its data effectively.

How can an HR executive effectively manage an organisation’s HR compliance? An effective way is to develop strong systems to manage employee data and use detailed compliance checklists to ensure that the compliance action is carried out within the specified time frames, as required by law. Larger organizations use information systems to manage compliance, while some small units choose to outsource the compliance function.

The changing laws in the present context require the HR executive to be updated on the changes in legislation. The HR executive needs to develop ways to keep himself abreast of the changes in the law for proper compliance. Reading the notified changes and participating in study circles, discussion groups, workshops and seminars helps the HR executive become aware of the changes in legal requirements and to update his processes and actions accordingly. Effective compliance with the laws fosters an atmosphere of trust and can help the organization develop effective employee policies.

An HR Audit helps an organization to take stock of the effectiveness of its human resource policies and compliance. An HR Audit is the review of the company’s HR policies, practices and compliance management. This review enables the organization to revise and work on those areas which are not adequate or effective.

The challenge for HR is to develop strong compliance systems and competencies within the organization so that the risks of non-compliance are reduced.

Sarita D’Souza

sdsouza@marianinstitute.in

Human resource practices have a history dating back to the times when artisans and craftsmen would procure the aid of one another to discuss ways to manage their laborers. The modern concept of HRM has a linkage to the National Cash Register Company, when the company president John Patterson formed a personnel department to manage the distress of workers after a bitter union strike in 1901. HRM made its route to India through the efforts of Mr. Udai Pareekh; a professor in late 1960′s at IIM-A; and L&T Corp in India. In the context of a knowledge economy, HRM is a key function across organizations.

Human resource management and personnel management are used interchangeably but have been recognized as distinct from each other. HRM is described as much broader in scope than personnel management. HRM is said to incorporate and develop personnel management tasks, while seeking to create and develop teams of workers for the benefit of the organization. A primary goal of HRM is to enable employees to work to a maximum level of effectiveness. Personnel management can include administrative tasks that are both conventional and routine. It provides a response to demands and concerns as they are presented. By contrast, HRM involves ongoing strategies to manage and develop a workforce that contributes to the success of an organization.

“HR is a Role Model to bring Change in the Organization. Today’s HR Manager has to focus more on “Human Relations” to bring the positive change. One can easily achieve it by managing ‘Right Man for the Right Job’.”, says Mr. Sarvesh Parab, Manager – Human Resources & Admin, Berger Becker Coatings Pvt. Ltd., Goa – India.

Organizations function with continuous interaction of manpower, along with other interrelated and dependent factors. We cannot deny the fact that an HR department was always there in a firm but not prominent. But in the past few years it has evolved into a key entity in itself and is considered a significant part of a firm. It works on a simple concept, the business depends largely on the employees, but if they are unsatisfied the company’s productivity will be affected. Thus, to ensure smooth functioning of the organisation and link between the various departments, HRM plays a major role.

 “HR team should be polite, and should show more concern to solve employee dilemma.”, says Anudeep Raikar, Assistant Manager, HDFC Bank Panjim.

As an organisation grows, the management has a larger responsibility towards its employees. To some organizations, HR outsourcing appears as a cost savings solution. Various services like Recruitment, Training and HR Consulting are provided by Specialized Firms in India.

In the emerging business environment, the key challenge for the HR function is to effectively develop and harness the employee potential to move beyond their comfort zones in taking their organizations to greater levels of achievement.

Priyanka Raikar, Soma Bhattacharya, Vanessa Dias.
Resurge Management Consultant Pvt. Ltd.

Why is retention so important? Is it just to reduce employee turnover costs? That is just one part of it. It is not only the cost that highlights the need to retain employees but also that it has a negative effect on company morale. A good employer knows how to attract and retain its employees.

Monetary dissatisfaction is one of the major reasons for an employee to look for a change and why not? It is human tendency to want more. But, often it is not money that matters as despite being paid well, as soon as employees feel dissatisfied with the current employer or the job, they switch over to the next job.

While salary may be one factor for employers to deal with, there are other factors which make a difference, one such factor being the benefits structure. Structuring a good benefits system is often regarded as a retention tool. In addition to salary, good benefits help employers to promote good work habits and financial practices. The types of benefits depend on the type of industry and the business the company is into.

Another factor would also be the work environment, be it the physical work environment or the work load. Just giving deadlines every time does not work; sometimes a little motivation to push the work done is more encouraging.

Providing growth opportunities within the organization is another resourceful tactic used by employers to retain their employees. Employees will continue to work with the organization if they see possible opportunities for growth within the organization; this creates a benchmark for employees to strive for more. Salary just being one factor, more often employees like to get into organizations which have numerous growth opportunities.

Another important factor is the overall relationship between the employees and the management. A concern for their employees rather than just looking at them as numbers and not individuals is key to developing a sense of belonging in employees; an individual loses interest when he does something out of compulsion.

A key HR area, employee retention requires a commitment of efforts, energy and resources but the results are worth it.

Anisha Mhadeshri
Resurge Management Consultants Pvt Ltd

We have heard the phrase “The Right Person for the Right Job” or “Job Fit”. What does it mean and how can one accomplish it? Job fit refers to the “the degree to which a person’s cognitive abilities, interests and personality dynamics fit those required by the job”. Job Fit is where the passions and talents of the individual match those required by the work and where the values of the individuals are in tune with the values of the organisation. You do what you do best and what you like doing, with people who share your core values.

Recruitment and Selection is a multi-phase process aimed at selecting the best candidate for the job. The need arises when an employee has been promoted; an organisation is expanding and requires more manpower or when an employee has left the organisation. Thus, recruitment can be planned, anticipated or unexpected and involves decisions on positions to be filled.

What can be done to ensure “The Right Fit” is hired? This process begins with a clear understanding of what the job requires, the organizational values and culture. A key component of a job fit is leveraging emotional competencies like self-discipline, interpersonal skills, empathy and motivation. Determining the emotional competencies key to success on the job, can be done by identifying the talents, skills and knowledge of top performers within the organisation.

Once the job requirements are confirmed, a continuous effort is made to develop a qualified pool of applicants, by way of advertisements or by reference. A recruiting yield pyramid is often used to calculate the number of applicants that must be generated to hire the required number of new employees. These applicants can be contacted by phone that covers the initial screening with basic skills and experience before a personal interview.

Interviews are organized to assess different aspects of the job requirement. For a technical position, one person may assess the candidate’s technical skills; another would assess his ability to communicate and team skills, while another checks how well the candidate would fit into the organisation culture. Some conduct multiple interview rounds or a panel interview with an HR person and a department head. Through the interviews, one can assess, based on the responses of the candidates, “The Right Fit” and make a Final offer. Recruitment is thus a series of steps that leads to the discovery of a perfect job match. This is affirmed by Mr. Sharad Chodnecar, HR Manager, The Leela Kempinski Goa, “Matching skill with requirements is paramount to Business excellence, the Right people for the Right job is critical to efficient Business”

Areas at work that are usually areas of concern when maintaining discipline include dress code, attendance and acceptable behavior. While employee dress code is a key area in several organizations, most organizations don’t take it into consideration. While some organizations have a defined dress code, others allow the flexibility to have a dress code that is business related, which will promote the company’s image needs.

Attendance is another area which requires the focus of HR. Irregular attendance or absenteeism could raise the following questions: Is the employee satisfied with the work conditions? Does the employee find the workplace to be boring or motivating? Absenteeism ranges from employees not informing or showing up for their shifts, exhausting their available leave every month and taking sick leave when well, and on personal counts. These situations could arise out of the employee’s health and the distance of the employee’s place of residence from the workplace.

Offensive or inappropriate behavior is one key reason that prevents an organization from running efficiently. When employees feel offended at work, their performance is likely to suffer, which may lead to either quitting the job or make legal claims against the company. Such behavior can emerge from customers, vendors, coworkers or even from the management. It can take the form of offensive teasing, rude comments, inappropriate jokes or comments about sex, gender, background or race.

It is the responsibility of the employers to ensure that their employees have a safe and secure work environment. HR Professionals need to draft a disciplinary policy which will help in minimizing inappropriate behavior at the workplace. Intelligent hiring, providing training to employees and supervisors and regular feedback processes will help them overcome their dilemma and will also contribute to the well being of their organization. As stated by Mr.Gaurav Mahambrey, HR Manager, Nicomet Industries, “Employee Discipline reinforces the path of growth and success in an organization.”

Priyanka Raikar
Resurge Management Consultants Pvt Ltd