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HR Era, Issue # 56, Apr 10th, 2005
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CONTENTS
1. Moderator's Space
2. Human Resources Management
2.1 Human Resource Planning : Importance, Steps & Actioning - by N Vareta
2.2 Retention Strategies for BPO Industry - by Rajat Joshi
2.3 Organizational Transformation: Summary of Talks in 33rd World Conference of
IFTDO – by RBB
2.4 Why Employee Satisfaction Surveys and Employee Exit Surveys Make Good
Sense - by Martin Day
2.5 How Our Brains Can Act As Barriers To Innovation - by N. S. Srinivasan and
G. Balasubramanian
3. My Lessons in Life - by Azim Premji - received from Barkha Jain
4. Timeless Classics on Self Help : Brief Outlines - by Alka Bhatnagar
Meditations - by Marcus Aurelius
5. Delegation of Responsibility - compiled by Varsha Sarda
6. Presentations on Japanese System of 5 "S"
6.1 5S - sent by Suhas Kulkarni
6.2 Housekeeping and 5 S - sent by S Sampath Kumar
6.3 5 'S' Program - sent by Gaurav Singh
7. Aims of HR Era, How to Contribute Articles.
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If you like HR Era, ask your friends and colleagues to subscribe it.
They should send a blank email to hrera-subscribe@yahoogroups.com .
Strengthen this free fortnightly for HR Professionals with more than 6700 subscribers.
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1. Moderator's Space The HR Era Executive Committee has 49 members and they are:
Ajit Kaikini, Alka Bhatnagar, Ananda Handoko Hokky SH, Anjli Narwani, Anthony V, Arati Mohanram, Avinash Dey, Binnaz Cubukcu, Devika Varadarajan, Dr. Naeem Mushtaq, Ekta G,
Gaurav Singh, Gita Nair, Gurmeet Singh, Jitha MC, Kinshuk Sunil, Kodeeswaran S,
Kripamayee Samantaray, Li Li Tan, Madhup Srivastava, Manu Srinivasan, Mayank Saxena, Meenapriya K, Monica Kamal, Muralidharan R, Neelima, Nupur Shekhar, Prakash C Verma, Prof. R K Gupta, Rahul Bhimjiani, Rajeev B Bhatnagar, Rajesh Sehgal, Rajesh Tripathi, Ramachandra Nagi Reddy, Ramesh Balasubramanian, Rishbha Bhawan, Sathya Narayanan, Sevgi Gur, Shilpa Surana, Shuchita Garg, Sonia Nair, Soundarraj Agathur, Sujit Sumitran, Sumitra Gopal, Supreet Singh, Surya Prakash Mohapatra, Vareta Nyamupachari, Vinod Kumar, Vivek Kapadia.
With so many HR Professionals volunteering to devote their time as well as work together as a team for developing a community, we should grow. Henry Ford's quote is most appropriate at this juncture:
"Coming together is a beginning,
staying together is progress, and
working together is success."
- Henry Ford
warm regards
Rajeev B Bhatnagar
Moderator , Rajeev@...
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2.1 Human Resource Planning : Importance, Steps & Actioning - by N Vareta Vareta strongly feels that HR Planning is mostly avoid by practioners in big and small organizations. In this 6 page article, he defines HR Planningt, brings it's importance, describes the steps involved, and finally talks about actioning on it.
Author: N Vareta
Mr Vareta is Human Resources Assistant, World Health Organization, Brazzaville, Congo. He has done Diplomas & Advanced Diplomas in Personal Management, Training & Development, HUman Resouce Management.
Contact: varetan@...
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2.2 Retention Strategies for BPO Industry - by Rajat Joshi In this 7-page article, Rajat gives about 50 suggestions & tips on what HR Managers in BPO Industry can think of doing for reducing attrition. The article obviously rooted in his personal experience in the industry, deep study, & long hours spent documenting them. Click Here to download & read.
Author: Rajat Joshi
An MBA from SCMHRD in 1995, Rajat has 9 years of experience in HR. He is currently on sabbatical. Besides reading extensively and consulting, he conducts Workshops on Business Creativity in B-Schools.
Contact: rajatjoshi@... , Phone: 9870258896
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We invite you to use HR Era as your medium of self expression, sharing, and growth.
Email your articles & contributions to Alka@... or Rajeev@...
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2.3 Organizational Transformation: Summary of Talks in 33rd World Conference of IFTDO – by RBB The Conference was attended by over 1200 delegates from 32 countries in 5 continents. There were 133 speakers.
Here are summaries of 2 more talks on Organizational Transformation. Both talks are by senior executives who have themselves lead huge transformations.
Mr. R.V.Shahi, Secretary, Ministry of Power, Government of India on Leading Organizational Transformation in Power Sector
Dr. Chandan Mitra, Managing Director, The Pioneer Group on Leading Organizational Transformation
These, alongwith Mr. Damodaran's talk, were the best examples of sharing personal experience amongst the 20 talks that I heard in the Conference.
Click Here to download / view.
[Credit for all inaccuracies is mine - Rajeev.]
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2.5 Why Employee Satisfaction Surveys and Employee Exit Surveys Make Good Sense - by Martin Day
In a competitive world with the need for businesses to be more streamlined and productive, a company can often find itself with a workforce working under pressure resulting in low moral and high staff turnover. The benefits of a company having a highly motivated workforce can be considerable and the two goals of having a workforce that is both motivated and productive should not be regarded as being mutually exclusive to one another.
Left unattended employers run the risk of alienating their employees, events can cause employee frustrations to boil over resulting in employers finding themselves on the back foot, faced with a problem that cannot be ignored.
Ideally employers would take time to understand the needs of their employees and learn from their experiences of working on the front line, but employers are often themselves tied up day to day fighting their own fires.
By automating much of the intelligence gathering process and providing the findings in a format that can be readily analysed, online surveys provide employers with an efficient, effective and low cost method to help achieve a pleasant working environment, where staff satisfaction and productivity is high.
Dissatisfied & Unproductive
The are many reasons why employees may be dissatisfied with their job and more often than not staff frustration is channeled into a demand for higher salaries and less hours. Employers who tackle these issues head on, making it all about salary and hours, will often find themselves dealing with the symptoms and not the root cause.
It’s not about Money
The following are common barriers to achieving productivity, none of which are likely to be resolved by increasing salaries or reducing hours:-
• Inadequate training
• Out of touch management
• Out of date working methods
• Lack of proper tools and equipment
Many studies have shown that salaries are rarely the number one priority of employees and providing an employer is paying market rate they would be fundamentally wrong to think that paying higher salaries is the answer to all employee problems.
Take the case of a single mother who is juggling a full time job with the need to look after two children. Out of frustration she may demand more money so that she feels that she is able to cope where a better solution, for both her and the company, may be more flexible working hours.
It is About Communication
It is important for any company to encourage communication. Company's that make communication between personnel and management difficult, or take the view that if personnel have a problem they will say something, can often delude themselves into thinking their workforce is content when it is not. It only takes one small problem and one disgruntled employee to feel aggrieved for an entire workforce to develop a destructive ‘them and us’ attitude.
Improving Communication
One to one meetings between employer and employee would be ideal but in practice only practical for very small businesses.
Regular meetings between management and worker representatives are good in theory but they often become talking shops and can begin to loose their edge as the participants become familiar with one another and the forum runs the risk of being hijacked by the more extrovert personalities.
Suggestion boxes are useful but can be viewed as token efforts by management as they wait for personnel to highlight a problem.
Newsletters can be a positive step, but their purpose is generally to inform and not discuss issues.
Keeping the Initiative
An employee satisfaction survey run on a regular basis is able to ask each employee specific questions and represents a pro-active management initiative where the whole workforce can be consulted on various issues. Surveys are able to provide a level playing field between the quieter and more vocal employees.
Consultation should not be seen as a sign of weakness, a confident manager will take counsel from all quarters before making a decision. By issuing a survey and keeping the initiative the employer is able to tackle problems from a position of strength as opposed to waiting for problems to fester and then develop out of proportion.
Small problems left unresolved can lead to a situation where a minor problem might break the camels back and the workforce mood change from positive to negative over night.
It’s Quick and Easy
For the majority of companies online surveys represent a proactive and low cost solution. They are quick to design and for many companies, where the majority of personnel have desktop computers, they are quick to deploy direct to the individual.
In situations where individuals do not have personal access to a computer there are still many options available to implement the online survey solution such as giving access to a shared computer, operator input or, as a last resort, a hardcopy survey.
Job Satisfaction
There are many elements that go towards providing an employee with job satisfaction, from the working environment, working methodology, working ethos, company ethics to having good and effective management. Job satisfaction brings benefits through improved motivation and productivity from a workforce that feels that they are treated as individuals and not a commodity item.
Inform and Educate
An online survey can also be used to educate and pass on to the workforce important information, the ‘message’ is consistently delivered and does not suffer from the Chinese whisper phenomenon where a message can be distorted as it is handed down.
An online survey can explain a difficult situation and get valuable feedback from the employees as to the best solution. It is rare in this situation that the workforce would appear negative and more likely that they will feel informed and empowered that might in itself turn a potentially negative problem into a positive challenge that unites the workforce.
Exit Surveys
Exit surveys are an excellent way of ensuring that when personnel leave an organisation they are leaving for the right reasons and not due to reasons that if appreciated earlier could have been addressed and resolved by management. Although identifying a problem may not prevent a person leaving it could solve an unappreciated issue that may, if left unchecked, result in other key personnel also leaving.
Analysing the Results
Having consulted the workforce with an online survey the results are available for instant analysis. Common and specific problems can be easily identified and brought to the attention of senior management who will then have the opportunity to address the issues that have been raised.
Summary
Used regularly online surveys represent a simple and productive method of taking the pulse of an organisation and an easy way to establish a two way communication channel between employer and employee with the results providing management with vital, accurate and significant information.
For a Sample of Surveys Sample Employee Satisfaction Survey
http://www.surveygalaxy.com/surPublishes.asp?survey_id=1163
Sample Employee Exit survey
http://www.surveygalaxy.com/surPublishes.asp?survey_id=1165
Author: Martin Day
Martin Day is a Director of Survey Galaxy Ltd, a web site that allows anyone to create, design and publish online surveys. For more information please visit http://www.SurveyGalaxy.com
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2.5 How Our Brains Can Act As Barriers To Innovation - by N. S. Srinivasan and G. Balasubramanian The message of this complex looking article is simple. Authors say that Innovation is crucial for organizational survival & growth in today's demanding world. However, innovative ability reduces continuously overtime because of a biological process in the brain - called "reward mechanism." This happens both at individual as well as organizational levels.
Constant innovation depends on training / provision of knowledge about innovation to individuals and fostering an organizational culture that stimulates & sustains higher level mental abilities. Authors provide training & mentoring in this area. Click Here to download & read.
Authors : N. S. Srinivasan and G. Balasubramanian Contact: nss@... , bala@...
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3. My Lessons in Life - by Azim Premji - received from Barkha Jain Famous & inspiring address by Azim Premji, Chairman, Wipro Corporation, in the "Shaping Young Minds Program" (SYMP) organized by AIMA and BMA on Feb. 9, 2004 in Mumbai.
Received from Barkha Jain
Contact: barkhajain2001@...
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4. Timeless Classics on Self Help : Brief Outlines - by Alka Bhatnagar Meditations - by Marcus Aurelius
Alka will be preparing brief outlines of the best books on self help. These aim is to let you find whether the book is to your personal liking. Click Here to download and read the outline.
Luckly this particular book is available in full-text at following links as free download.
http://classics.mit.edu/Antoninus/meditations.html
http://www.fordham.edu/halsall/ancient/marcuaurelius1.html
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5. Delegation of Responsibility - compiled by Varsha Sarda Tips you can post in your work area to remind yourself about this important leadership skill. Compiled by Varsha for participants of her project on 360 Degree Feedback.
Click Here to download.
Compiled by: Varsha Sarda
Contact : varshsarda@...
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6. Presentations on Japanese System of 5 "S" 6.1 5S - sent by Suhas Kulkarni
Brief intro to 5S, describes each S, advantages, and whetre it can be applied. 15 Slides, 68 KB.
Contact: k.suhas@...
6.2 Housekeeping and 5 S - sent by S Sampath Kumar
Housekeeping is more than cleanliness, intro to 5S & each S, emphasises the role of top management, middle & line management, and employees. 26 Slides, 276 KB
Contact: Audco India Limited, Chennai . sskr@...
6.3 5 'S' Program - sent by Gaurav Singh
Detailed presentation, ready for use to give training on the subject. 34 Slides, 113 KB
Contact: gaurav_singh12@...
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Visit HR Era's free collections of Presentations for you at :
http://geocities.com/hr_era and http://geocities.com/bhatnagar_alka
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7. Aims of HR Era and How to Contribute Articles Aims of HR Era:
It aims to enhance CAREER GROWTH of its readers by bringing to them practices & ideas they can apply in their work, opportunities to network with other Professionals, training opportunities, jobs available, and techniques for self-management.
Contribute Articles & Other Contents:
Contributions from readers are wholeheartedly solicited. Contributions are the things that enable sharing of learnings. Lead Article should be about 800 words, others 400 words. Please send details about yourself also as we would like to post them along with the article. Kindly note, no honorarium is paid now! Please email contributions to Alka@...
Visit our Website at http://hrera.com
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