Human Resources

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Horoscopes

Resignations -- " Now & Then "

There has been a sea change in the ways in which employeees submit their resignation to the company . Not only the mode but the emotional connect when submitting the resignation has also undergone a massive change . Neither Employees nor organistaions react when an employee moves from one place to another .In very few organistaions an attempt is made to study teh reason for any resignation and steps are taken to retain the trained staff . In Organistions which make an effort to retain a moving out talent are the organisations who value their employees and are concerned about their staff.

Unlike yesteryears , today when an employee submits a resignation there is no celebration on his last day to bid a good farewell .No momentos are given to the departing employee .In very few cases a ressurance of an open invitation to rejoin back until the position is filled is given to the employee .Also from the employee's point of view he abscond from the day s/he decide to quit .Just a Text SMS to the superior is more than enough to express disinterest to continue further .

The bond between the manager and his employee seems to be just contractual and not emotional .Subsequentally people rarely stay in touch except with personal friends the employee made during his tenure at the organisation .

Also Technology has widened the gap . Everything starting from sumbiting the resignation and accepting the resignation all happens online and thru E mail .Earlier people shared details about the new employer .Some good refernces were also provided .

Some organitions however do recognise the value of the employees ::

1) The best way to treat an exiting employee cud be a fat cheque , a big smile and a pat on his back .

2) Recognition is a gr8 motivator . Keeping in touch with the employee , touching base with him from time to time keeps an emotional bond alive and also helps to create a goodwill that will make him a brand ambassador who spreads a positive image .

What works in favour of ex employer is keeping track of special days and wishing ex employees on those occations . The firm that has a high employee connect and exit is a serious exercise is the one which an employee remembers all thru his life and spreads a good word around .

The BEST of organistions have detailed exit analysis where causative factors are analyzed and corrective measures related to structure , environment and leadership are taken from time to time .

Business Ethics

Every Business has some Ethics in its roots , on the basis of which ,its path ahead is defined . It becomes the responsibility of HR to make sure that ethics thus created are made known to its people , are followed and also are implemented .Ethics consists of moral principles governing the right and wrongs of human conduct ;its about the principles of right & wrong accepted by individuals or social group . They are the principles and standards that define acceptable conduct in business whih eventually should underpin decision making .

Normally companies get a COC (Code of Conduct )signed by their employees and donot place a seperate business policy .It becomes the duty of HR to place a seperate Business Ethics Policy in the company if it doesnot exist .It should be made ,mandatory for every employee to sign and adhere to it .It helps to create a healthy and ethical environment in the Organisations .

The following points may be kept in mind while framing the policy ::

1) The policy shoudl clearly define what employees shud do and dont .
2) There should not be any clause which provides a chance to escape .
3) Outside Business interests shud require the prior approval of the company .
4) Any kind of Bribe , gift is strictly prohibited .
5) Employees must not make any cash payments to its customers .
6) No payments shud be made to secure preferential action .
7) There should be a proper legal action laid in policy or panel decided to take action , if any breach of action occurs .

HR should take responsibility that managers ensure that employees reporting to them are fully informed of te Business Ethics Policy and the supporting Practices are adopted for their unit .

Thus , Industry needs to unite together and come towards forming strong Business Ethics Policies and take it seriously .This will enable peace and harmony @ the work place .

MBO

MBO or Management by Objectives is one of the techniques which can be used to asess an employee's potential or to set future performance goals for him .It is basically a future oriented Technique used for performace appraisal of an employee .

Peter F Drucker gave the concept of MBO .MBO can be described in 4 steps ::

Step 1) To establish the goals each subordinate is to attain .Supervisors and subordinates may work together to establish such goals .Goals wud mean a desired outcome to be achieved . Such goals are then used to evaluate the employees .

Step 2) Involves setting the performance standard for the subordinates in a previously arranged time period .As subordinates perform they know what to do , what has been done and what remains to be done .

Step 3) In this step the actual level of goal attainment is compared with the goals agreed upon . The evaluator explores the reaons for the difference . This helps determine the possible training needs .

Step 4) This step involves establishing new goals and possibly new starategies for goals agreed upon .If subordinate has succeded the goal attainment he may be involved in goal setting process .

MBO Process is more useful and successful with managerial personnel and employees who have a fairly wide range of flexibility & self control in their jobs .Jobs with little or no flexibility , such as assembly line work are not very compatible with MBO .

Empowered Teams

Empowering refers to passing on authority and responsibility .Empowerment occurs when power goes to employees who then experience a sense of ownership and control over their jobs .Empowered individuals know that their jobs belong to them . Since they have a say on how things are done employees feel more responsible . When they feel responsible they show more initiative in their work and enjoy the work more .
Empowered Teams are also known as Self directed Teams .

The following are the features of Self Directed Teams (SDT)::

1) They take the responsibility for the quality of their products and services .
2) They may hire their own replacement or assume responsibility for disciplining their own areas .
3) They are responsible for acquiring any new training they might need .
4) They order materials , keep inventories and deal with suppliers .
5) They may prepare their own budgets and cordinate their work with other departments .
6) They often create their own schedules and review their performance as a group .
7) They set their own goals and inspect their own work .
8) They plan , control and improve their own work processes .
9) They are empowered to share various management and leadership functions .

Orgnisational structure for empowered teams is flat . Management plays a role of a coach or a facilitator.Leadership is shared with the team unlike in a traditional system where its is controled .Informaton flow in such teams is open and is shared among team members .Rewards are skill based or team based .Teams collectively plan , control and improvise the job process .

Many companies are enhancing the number of self directed teams in their organisations .In some companies the divitional heads run their divisions like MD's run their companies .

Quality Circles

QC consists of 7 -10 people from the same work area who meet regularly to define , analyse and solve quality and related problems in their area .The membership is strictly voluntary and meetings are held once a week for and hour or two . During the initial meetings the members are trained in problem solving techniques borrowed from group dynamics , industrial engeenering & Quality Control .Some of the techniques include brainstorming , Pareto analysis , cause & effect analysis histograms , control charts , stratification and scatter diagrams .

QC are credited with producing quick , concrete and impressive results when correctly implemented .the following are the advantages ::

1) Employees are involved in decision making .
2) Savings to costs ratios generally are higher than those achieved with other productivity -improvements programms .
3) QC members enhance their chances of promotion to supervisory positions .

To several workers , accustomed to thinking of work as a mindless routine , what happens on the shop floor (thru QC ) is a welcome relief .QC give added power to the individual worker .They are a way of motivating the workers and retaining them .

QC begin with a great deal of training in identifying work problems , appkying statistics to track and evaluate quality .For circles to succeed in the long run , the mangement needs to show its commitment , by implementing some of the suggestions of the groups and providing feedback on the disposition of all suggestions .
Last and not the least they are an effective bridge between participative and non-participative management approaches .