Listen and respect.
It is likely that line managers will have different views and attitudes towards taking on the more transactional elements of HR tasks. However, this does not mean their views are any less important. Taking the time to properly listen and provide a platform for discussion will help build an effective working relationship. If line managers feel their views are taken on board, they will have a greater buy-in to new challenges.
From India, Madras
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192It is likely that line managers will have different views and attitudes towards taking on the more transactional elements of HR tasks. However, this does not mean their views are any less important. Taking the time to properly listen and provide a platform for discussion will help build an effective working relationship. If line managers feel their views are taken on board, they will have a greater buy-in to new challenges.
From India, Madras
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Good evening, Bharathi.
Please accept my sincere appreciation for this nice initiative you have taken. Just like the daily contributions by Mr. AVS, "Did You Know" by Mr. Arun, and the stories and quotes by Mr. CRK, your thread should also come daily.
Your interest in imparting knowledge to the members is highly appreciated, and please continue sharing knowledge with all our members.
All the best, and God bless you, dear.
From India, Kumbakonam
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Please accept my sincere appreciation for this nice initiative you have taken. Just like the daily contributions by Mr. AVS, "Did You Know" by Mr. Arun, and the stories and quotes by Mr. CRK, your thread should also come daily.
Your interest in imparting knowledge to the members is highly appreciated, and please continue sharing knowledge with all our members.
All the best, and God bless you, dear.
From India, Kumbakonam
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Today's HR tips on Support:
Make sure the HR department is there to support its managers when needed, and more importantly, make sure line managers know HR is there to support them! It may seem obvious, but regular training is essential to ensure managers are confident and up to date with their responsibilities. Even after training, it is essential that HR is available to answer questions. Setting up a dedicated email address and/or phone number will provide a clear support system for line managers.
From India, Madras
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Make sure the HR department is there to support its managers when needed, and more importantly, make sure line managers know HR is there to support them! It may seem obvious, but regular training is essential to ensure managers are confident and up to date with their responsibilities. Even after training, it is essential that HR is available to answer questions. Setting up a dedicated email address and/or phone number will provide a clear support system for line managers.
From India, Madras
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Very right, Bharathi. If we, HR people, can position ourselves in the minds of line managers/production staff as being there to support them and not just administer, nothing can be a bigger motivation than this.
Recently, our GM told us, "Ground staff/production staff are the reason for our existence. We must be supportive of them." :)
From India, Karnal
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Recently, our GM told us, "Ground staff/production staff are the reason for our existence. We must be supportive of them." :)
From India, Karnal
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Todays tips on : Make HR’s role and contribution clear.
It is often hard to see a visible benefit in HR transforming itself into a strategic function and repeatedly many managers feel they are just being given more work to do without understanding the benefits to the business.Explain the role of HR as a strategic partner and showcase the benefits that it can bring to your organisation. Provide examples of how HR can add value to the business on a strategic level now that it has moved away from tactical activities.
From India, Madras
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It is often hard to see a visible benefit in HR transforming itself into a strategic function and repeatedly many managers feel they are just being given more work to do without understanding the benefits to the business.Explain the role of HR as a strategic partner and showcase the benefits that it can bring to your organisation. Provide examples of how HR can add value to the business on a strategic level now that it has moved away from tactical activities.
From India, Madras
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Dear Bharathi,
Really a nice tip of the day! To cope with the latest changes and advancements, HR professionals have to engage in transformations. One of the greatest challenges for today's human resources professionals is to move beyond merely performing administrative functions and to become strategic partners.
Thank you.
From India, Karnal
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Really a nice tip of the day! To cope with the latest changes and advancements, HR professionals have to engage in transformations. One of the greatest challenges for today's human resources professionals is to move beyond merely performing administrative functions and to become strategic partners.
Thank you.
From India, Karnal
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Today's HR tip is to appraise your staff regularly. An effective appraisal system should allow for realistic but challenging objectives. There should also be interim reviews to ensure objectives have not changed and to provide an opportunity to identify training and development needs. Consider who is best placed to carry out the reviews - in some cases, it may be more appropriate to use a middle manager.
From India, Madras
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From India, Madras
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Nice tip, Bharathi. If the appraisal system is effective in an organization, then the attrition rate will be nil or less. The outstanding performers will be retained, and the average performers will also try to reach the outstanding level, leading to a win-win strategy.
Thanks for your tips, Bharathi, and keep on sharing.
From India, Kumbakonam
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Thanks for your tips, Bharathi, and keep on sharing.
From India, Kumbakonam
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HR Tip of the Day: Create a culture of good leavers. Hold exit interviews, particularly for key staff, which will help you identify any problems going forward. The aim is to create a culture of "good leavers": this is the type of person who will flag up any problems beforehand, tell you about concerns with work, and once they've left, will not say negative things about the company.
From India, Madras
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From India, Madras
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Dear Bharathi,
For the people leaving the company, there must be an exit interview in which the HR must also take part. It is the duty of the HR to find out the actual reason for leaving the company. The exit interview procedures must periodically be reviewed, and the analysis report must be brought to the notice of the Top Management so that any problems may be sorted out for the existing employees, making them feel comfortable in the workplace.
Furthermore, the people leaving the company must also feel that their grievances have been heard by the company. If the company clears the outgoing people without much hindrance, then there will not be any ill feeling in the minds of the resigned staff, which will help maintain the rapport of the company too.
Thanks for sharing and teaching us the HR tips, Bharathi.
All the best.
From India, Kumbakonam
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For the people leaving the company, there must be an exit interview in which the HR must also take part. It is the duty of the HR to find out the actual reason for leaving the company. The exit interview procedures must periodically be reviewed, and the analysis report must be brought to the notice of the Top Management so that any problems may be sorted out for the existing employees, making them feel comfortable in the workplace.
Furthermore, the people leaving the company must also feel that their grievances have been heard by the company. If the company clears the outgoing people without much hindrance, then there will not be any ill feeling in the minds of the resigned staff, which will help maintain the rapport of the company too.
Thanks for sharing and teaching us the HR tips, Bharathi.
All the best.
From India, Kumbakonam
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