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Knowing your strength is ‘Strength’

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Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

 Knowing your strength is ‘Strength’

Strength- who doesn’t have it?? Strength to one is a weakness to someone… and the key point is to make over this weakness and enjoy the show.

Strength is a forte, métier and sovereignty found within. It just needs to be discovered, understood and utilized for betterment. Strength is an inner quality to be exhibited and exploited to the core.

Strength is a gift that is already given to you and now You, as a receiver has the full authority to know it and unveil it to the brightest cause. These are the inner qualities which builds-up your social, mental and intellectual level. And there are some qualities that is acquired as you grow and some others that you need to gather on an everyday basis.

The now acquired qualities strengthens you amongst the others and will find yourself distinctive from them. The quality of staying one step ahead from others itself boost your morale and elevates your confidence.

Being a HR professional, you now already wear an exceptionally unique hat- go on adding feathers to the same. Learn from anything and everything that crosses your way and add on to your strengths. Transfer the same in your everyday working style and you will find your people more responsive, more authentic and ultimately more productive.

When I say learn from everything- literally means the same- learn from and respond to every situation. Facilitate your people to identify their strengths. An employee who fails to communicate effectively- help him improving his communication skill, someone who fails miserably in delegation- make him do something he is better in, someone who loses his temper may not handle the customer service job, someone who fail to understand others to be focusing on interpersonal skill, someone who doesn’t have the ethics may not continue with you, etc., etc. Formulate yourself to think, respond & act diplomatically, as no one should be above the organization.

I believe the more you ponder on your strengths- the more you become strong and vice versa- that’s- more you ponder on weaknesses- weaker you become. Yes… you read it right! Don’t get into detail of your weaknesses, but simply understand the same, work on it- transform it to a strong point, correct it or at the worst let it go off. Do not waste your time on this… instead focus on your strengths, add some and add some more. Add what others don’t have and standout in the crowd. This makes you outstanding- stupendous- exceptional. Give your workplace the best, enable your employees become superior, make your management remarkable and finally your organization- ‘The Employer of Choice’- wherein everyone wants to come and give their best!

For me- staying aloof of your strength is a weakness! Know, comprehend and strengthen your strengths and stay strong!

Make the utmost of the term ‘Human Resources’… the resources that comes with strengths and weaknesses, that could be developed, recuperated and that could be transformed as one of your finest asset.

Practice ‘Kaizen’- A Japanese business philosophy of continuous improvement of working practices, personal efficiency, etc. Strengthen yourself, strengthen your surrounds …

…And… see the difference… Now you see yourself wearing HR hat with pride & satisfaction and see the phenomenon change!

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Potential is everywhere… Tap it!

mein2016

Anita Simson

Manager – Human Resources

Towell Mattress & Furniture Industry

 Potential is everywhere… Tap it!

You need an eye to capture, will to aid and a persistence to make it happen!

You- as a Human Resource professional… considering the fact that all HRPs understand the reality that human capital is the most important yet underutilized asset.

Every Human Resource professional needs to have an eye to catch the hidden potentials in an employee. While some people are blessed to have an opportunity to explore themselves and utilize the same to the fullest; a major fraction of employees lack with this kind of opportunity. It is awe-inspiring to read or hear that one should follow the heart; but many a times it works out well with a sound head in place.

A HRP needs to engage themselves and take out time and put in enough effort to explore the potentials in each and every employee, as it benefits the individual to grow and contribute towards the growth of the organization. This turns out to be a win-win situation for both the employee and the organization.

As a HRP, exhibiting the need for Learning & Development in an organization may not be welcomed most of the times. Understanding the fact that it is not a cakewalk to convince the management that the educating process is not just a waste of time and effort but an investment worth investing is the core of HR in the true sense.

Ensure that L&D process should not be a one-time but has to be a continuous process to yield the finest results. Keep your endurance level high, as you are the significant tool that prospers the way to sumptuous health of your organization.

Keep polishing your employee every now and then and get the best out of them. It indeed helps you extracting the unseen talents out of others and in turn helps you stay lively in terms of employee engagement. Knowledge sharing can be executed anywhere and everywhere- starting from the corridor conversation, simple hello at desk to the gossip corner of your work premises. A smart way is to switch every inch of the workplace, every moment of the employee to a learning and earning experience. Give them a cut and a polish and they will shine and sparkle like a diamond throughout.

It’s really fun to have people thinking in the same line around you. Find innovative ways to pin down their interest.

Collaborative working style enhance the culture of any organization. It is always seen that you involve your people in your working and you find amazing results. This is a result of not imposing anything on anyone yet everyone understands their roles completely, feels empowered and march towards a single goal. The said is elaborated with a given example.

Our organization decides to go on a cost-cutting drive in the start of Year-2015. An open forum, participating all employees, was conducted. It was amazing to see the employees, even at the junior levels, coming up with loads and loads of ideas oozing out their best creative juices. Your role as a HRP is to encourage people open their minds, start thinking out of the boxes and voice out their opinions. We got practical, workable concepts of reducing papers and wastages in the first place, which in actual words- got a sizeable percentage in cost reduction. The fine suggestions, which were executed and attracted amazing results were:

  • Reduce the no. of printers around- This obviously restricts unwanted printouts and duplicates.
  • Printouts in book size- reducing the no. of papers/ files.
  • System generated fax- restricting the printing of the same.
  • Electronic signature- reducing considerable amount of papers, therefore reducing the files, storage, time, etc.
  • Internal documents to be printed on one-side used papers.
  • Contacting a recycling company for wastages- as earlier we use to pay for clearing the wastages and now it was done with no expenses and initiated a walk towards the Green Community.

To summarize the above, Year-2015 reflected a 33.4% of reduction in paper usage. We owe this success to our employees as they were the advisors as well as implementers and as stated the HRP stood as an instrument to make it happen.

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What Can You Do when Employees are constantly late to work?

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KUNAL GUPTA

4Sight Associates

Founder Partner

What Can You Do when Employees are constantly late to work?

Tackling habitual late comers at the workplace is a delicate issue – more so in organisations where productivity is directly linked to effective human interfacing. Service oriented industries, Skill based output etc.  are traditionally more affected if employees come in late to work. While traditional ‘persuasive’ methods work in conventional setups like manufacturing units or individuals, repeat offenders indicate a more deep seated malady within the organisation’s culture or systems.

Interestingly, identifying the cause of the problem is often easier than acting on it  as the offending party –  often a cantankerous boss man, disgruntled employees or  some very sloppy HR / Management practise – mostly always refuse to accept their own role in the matter Setting up an  ‘action plan’ to remove such errant behaviour is  therefore more complex and intensive work has to be done at multiple levels simultaneously and followed up rigorously.

Firstly, it helps to draw up an inventory of the attendance records of the errant individual or group over a reasonably extended span (say past one year).  This data may be incorporated into individual portfolios; each portfolio  in turn should also individually track the employee in terms of Total Job Experience, Aptitude and skills, tenure and Seniority, Functional exposure etc.

With this background, personal interviews with the concerned individuals need to be conducted. Handled with care, this process fosters transparency, gives fresh insights into possible causes while helping track emotional and compensation issues (e.g.  present job- satisfaction levels, dissonance with corporate objectives and goals, and possible discord in the immediate physical environment.) Ideally the interview should be documented in a structured format in the interviewee’s presence. Besides making the employees feel ‘listened to’, it will provide an insight into their behaviour pattern and identify possible shortcoming in the work style or systems being followed. However, it could also bring in some harsh ‘home truths ‘about the organisation or present management style; the trick is neither to be too judgemental nor too sympathetic but to factually capture these observations and use them as clues to provide specific insight to the extent and causes for the problems. If entire functional groups or teams  appear affected, it is time to relook at the functional relationships and re-assess the efficacy of the group with possible escalation for remedial management action.

Meanwhile, try instituting special mention/awards for the most punctual individuals in every group – and also incorporate a special “EMP-LATE” award of the month  this “community censure” treatment works wonders with minimal ill feeling.

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Emotional Intelligence in Teams

Tanshree

Tanushree Sharma

Assisstant Manager

Talent at Ernst Young

 

Emotional Intelligence in teams.

 

 “Everybody is a genius. But if you judge a fish by its ability to climb a tree, it will live its whole life believing that it is stupid”     – Albert Einstein.

 

Companies today are working on cultivating a professional environment that respects and embraces people’s differences. ‘Emotional intelligence’ or EI is an integral part of these efforts.

 

Everyone has strengths and weaknesses by virtue of their professional and personal experiences. However, collaborating to work towards a shared goal, within a diverse group, helps lessen the impact of any individual weaknesses, and translates their collective strength into some positive and powerful results.

 

They say, “Great teams are led, not hired.” EI is often applied to teams as there is a pressing need today to make teams work better together. The important difference between effective teams and ineffective teams lies in the emotional quotient (EQ) of the leader and collective EQ of the group.

 

EI can only evolve and increase with our desire to learn and grow. Here are some things that one can immediately start applying to increase ones EI or that of ones group.

 

Stay ‘cool’ and manage situations

We don’t need to juxtapose our various activities, to decide if we are stressed or not. The truth is, we’re all stressed out about something.

Add ‘a song of the day’ in your daily routine – Put on that special tune that takes you to your ‘happy place’ and puts you in the right mood to combat stress.

 

Don’t be reactive in the face of a difficult situation or a person

If you’re like most people, you have moments when your emotions get the best of you – whether we’re in a bad mood or a good mood. Knowing who or what pushes your buttons and how it happens is critical for taking control of these situations. Be self-aware to prevent any foolish choices.

 

Use the “Power of the Pause” when necessary

“Power of the Pause” provides is an ideal approach to self-management. It is what Maria Shriver recommends in her 2012 speech “Have the courage to press the pause button” to better handle the 24/7 nature of our world & to form an appropriate response in a difficult situation. She states, “Whenever you are in doubt, pause; take a moment, look at all your options, check your intentions, have a conversation with your heart, and then always take the high road.”

 

Reduce undesirable emotions

So you’re having a bad day? Turn that frown upside down & diffuse any conflict by simply smiling. When you are nervous, angry, or stressed smiling will trick your mind into feeling happy.

 

Bounce back from any hardship

With every challenging situation we encounter, ask questions such as “What is the lesson here?” “How can I learn from this experience?” “What is most important now?”

 

To conclude I’d like to say that we all have different personalities, different wants and needs, and different ways of showing our emotions. EI helps us in steering through it all, as it requires tact and talent – especially if we hope to prosper in life.

 

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“Wanted – SUPERMAN OR SUPERWOMAN – HR ”!

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Maitreyee Bhaduri

Vertical Head Employee Engagement and Communication

Adani Power Limited

 

 

“Wanted – SUPERMAN OR SUPERWOMAN with a better dressing sense”!

While I love to write and share my thoughts with others, I rarely get the time to do so these days. So I decided to write a few short articles on some recent observations at work and in the industry as a whole.

Most HR professionals identified in the elite cadre across the industry, agree that it is important to induct non-HR persons into HR roles in order to speed up the function of an HR Business Partner (HRBP). However, over the last year, while more and more roles have opened up for HR Business Partners across all organisations, the job descriptions have sadly remained backward in approach. Most JDs of HRBP outline the role of an HR purist.

An HRBP according to any typical job description (JD) is expected to deliver a role that spans across the entire spectrum of HR operational activities such as recruitment, performance management, exits and statutory compliances as well as analyze the myriad data, capture trends, report the same to the management, train and coach on leadership development and manage the talent pipeline. Oh Wait! That’s not all, the HRBP has to also strategize, manage the external branding as well as internal communication, engage and motivate employees and aid in change management.

Here’s a thought – Why don’t we simplify the JD instead and simply write “Wanted – SUPERMAN OR SUPERWOMAN with a better dressing sense”!

If your organisation is in a bad shape and really needs an HRBP, what you are actually serving the HRBP at the very start is a ‘’big basket of rotten apples’’.

In case you are an HR person who belongs to an organisation that cares for its employees and is really serious about sustaining an HRBP role, here are some helpful tips you can use –

  1. If you add too many areas for any role, then don’t expect the incumbent to succeed.
  2. Don’t expect an HRBP to start performing from day one.
  3. The first job of the HRBP is to listen to the employees and the leaders. Make copius notes and then bring order to the chaos.
  4. An HRBP is not a one man/woman army model. HRBP has to be a team of experts who identify and undertake one project at a time in order to succeed at the same.
  5. Do not expect an HRBP to succeed if he/she has to impose upon the remaining HR team members. He/She will belong to the HR team and in order for them to succeed, they need to be able to make friends in the team. A role that acts as a data collector/fault finder of his own team will seldom be able to make friends internally. Such an HRBP is bound to be de-motivated the fastest and leave your organisation for greener pastures.
  6. None of the HRBP JDs mention anything about knowledge of business or developing leaders from within his/her team or grow more HRBPs internally.

Lastly, an HRBP role is that of a doctor who has to treat an accident victim. No wound can be healed overnight. No one medicine can cure all ailments and no one treatment is a sure shot guarantee of complete recovery. Hope this helps.

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How to Get Employees Excited to Do Their Work

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Neelam Mohammad Afzal

Sindh Rural Support Organization

Program Officer (HR)

 

How to Get Employees Excited to Do Their Work. 

 

The crucial first step of sharing your business vision with the company in order to get people to buy in seems like a no-brainer, but especially at the lower echelons of the org chart employees are often clueless to the machinations of the top brass, and it’s bound to hurt engagement and productivity.

“There’s a lot of leaders out there that take the employees, blindfold them, spin them around 10 times, and then want them to go hit the tail on the donkey and they can’t do it,” Stark says. Workers need to have a sense of how their roles interweave with the larger goals of the company in order to take pride in the importance of their work and to do the best possible job on every project. Stark advises tapping as many methods of communication to reach out to employees as you can, including e-mail and phone blasts, Facebook, Twitter, and even texting.”¨”¨

But sometimes it takes more than communicating through different media and helping employees relate personal goals to company goals. Stark notes that some people will be swayed by rhetoric while others want cold hard facts before they buy in and you have to cater to both groups.

“You say, ‘Do I have to be the charismatic leader who’s going to get up and give a speech in front of the company?’ There’s a bunch of employees who’re going to hear that and are going to hear that charismatic, dynamic speech and say this is BS,” Stark points out. For the skeptics breaking down quarterly efforts and the results they achieved and where they could be improved will go farther than a joke-filled speech.

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Work – life balance for women in organizations: emerging trends and strategies

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Rupali Parsha

Blue Sky HR Solutions Pvt. Ltd.

Sr. Executive – HR Operations

Work – life balance for women in organizations:  emerging trends and strategies

In today’s era, work life balance is of utmost importance as it is directly proportional to the health and wellbeing of an individual and therefore the concept on Work life balance comes in picture. Work life balance is an organizational concept that gives power to employees to split their personal and professional life in such a way that they are able to do justice to both the roles simultaneously while being able to successfully achieve their goals, and yet save time for themselves and their families. Once an individual achieves this balance, it increases their morale; thereby increasing the productivity and profit an Organization.

Work – life balance for women is now becoming a topic of discussion amongst the HR professionals, as it is women who are required to attain this balance in their lives more than their male counterparts and moreover, it has become the need of the hour. This is said so because the so-called society thinks that it is primary responsibility of women to raise and take care of the children, do the household chores, take care of the in-laws/parents and if she is working then it means that she herself is looking at some additional responsibilities to be taken care of by her own will.

The two main aspects of work – life balance focuses on satisfaction and achievement and it is inter-linked to one another. This means that when a woman is satisfied with the work conditions and is delivering to the best of her capability, she will eventually grow and achieve her set goals. This will therefore result in positive work – life balance.

Organizations are adopting various schemes and developing strategies to provide a work – life balance for their female employees to basically keep the female employee turnover rates down as males v/s female statistics in the workplace has changed drastically. Gender diversity has increased significantly in the 21st-century workforce as more women have entered the workplace. In some cases, statistics support the notion of evolving gender equality. Other stats show that some work is still necessary to give equal opportunities to men and women across all levels and job types.

Let’s take a look at the emerging trends and strategies adopted by some great trend setters in the market.

Policy on work-life balance in organizations:

Several multinational companies are coming up with policies favoring work-life balance for female employees. The mechanism of the policy is aligned to the objectives, vision and mission of the company so that the business goals are not affected.

Dependent Care Program:

This program has gained popularity in the foreign market. However, it is yet to gain recognition in the Indian market. Most working parents are often worried about leaving their kid/s at home. In addition to this, they may also have their aging parents / in – laws to be taken care of. A dependent care program has proved to be very helpful and effective for parents who have no one to take care of their kids back home. This program provides the employees with care giving services or onsite daycare either in the same premises or within close proximity to the office.  Parents can be rest assured and hence be more productive and relaxed at work.

Flexible work hours:

Most companies situated abroad are offering flexible work hours to employees, who have just entered parenthood or have no guardian to keep an eye on their children. Unlike the traditional nine to five job, this gives employees the flexibility to come late to work after dropping children to school/playgroup or leave early to pick them from babysitting. With this program, the parent can be rest assured that they will get quality time to spend with the children and will also be able to help the children with their studies. As long as employees work eight hours a day, they have the flexibility of choosing their start and finish time.

Telecommuting:

Telecommuting is also gaining a lot of popularity these days in multinational companies where employees are require to work in graveyard shifts or UK Shift. These benefits are also given to the backend/support team. Work from home sounds like an ideal job for mothers who don’t enjoy travelling as much but have the need to work to earn a better lifestyle for herself and her family. This also proves to be the best option for mothers who love to do household chores and yet have the determination to do something in life by pursuing their career.

Extended Maternity Leave:

This is a very important factor of creating work-life balance for an expectant or new mother for the birth and care of the baby. Most women think that this is the best of all the other benefits and want to utilize it to the fullest as this is the time for bond formation between the mother and the new born. Apart from the regular maternity break, there are companies which have offered their females employees an extended maternity break of up to 6 months.

Corporate Family Day

Corporate family fun days have become increasingly popular and these events are often used not only to reward staff for their hard work but as a team building opportunity for staff and a thank giving to their supporting families.

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