Greetings to all ,,
I am doing a project on Employee Handholding .. ( The project undertaken is at a 500 MW power Plant ).. Just wanted to have your valuable inputs on what support services,systems should be pressed in action so that we can have a mindshare and heartshare of the employee while he is at work and at his prsonal level.
I appereciate if anyone can deliberate with me on the above said parameters .
I am available on 09492462353 all the time ..
Thanks to CiteHR
From India, Hyderabad
I am doing a project on Employee Handholding .. ( The project undertaken is at a 500 MW power Plant ).. Just wanted to have your valuable inputs on what support services,systems should be pressed in action so that we can have a mindshare and heartshare of the employee while he is at work and at his prsonal level.
I appereciate if anyone can deliberate with me on the above said parameters .
I am available on 09492462353 all the time ..
Thanks to CiteHR
From India, Hyderabad
Hi,
The topic of your research sounds good and lively. To come across and analyse situations in reality, more or less emotions and psychology matters.
Once after Induction, there comes a gap between HR and employees.
They approach to HR Dept for any queries/ issues.This can make fall abck in the hand holding part
Would like to start this discussion with few points I came across- to reach the point of hand holding-
- Periodic Review of established Policies and documents , Circulating among all, making employee freindly presentation about the same will make them remember about the policies , norms and stick to them so it is ensured that all the HR processes are followed and in track.
- First of anything, an employee needs to feel "My Company cares for me". -Help desk campigns to solve existing queries/ Engagement programs are smoe of the sample ideas,which are executed
From India, Madras
2The topic of your research sounds good and lively. To come across and analyse situations in reality, more or less emotions and psychology matters.
Once after Induction, there comes a gap between HR and employees.
They approach to HR Dept for any queries/ issues.This can make fall abck in the hand holding part
Would like to start this discussion with few points I came across- to reach the point of hand holding-
- Periodic Review of established Policies and documents , Circulating among all, making employee freindly presentation about the same will make them remember about the policies , norms and stick to them so it is ensured that all the HR processes are followed and in track.
- First of anything, an employee needs to feel "My Company cares for me". -Help desk campigns to solve existing queries/ Engagement programs are smoe of the sample ideas,which are executed
From India, Madras
I have one employer to cite as an example - Pl.study the Workmen related matters/policies adopted by M/s.Saravana Bhavan group of hotels, a Chennai based hotlier, which came to my mind automatically. A case study for any HR/Admn. students & Executives alike. What I read from news reports are despite a very big turmoil they faced in the last over 5 yrs. the estt. stood rock solid and but expanded their activities far and wide.
Kumar
Bg.
From India, Bangalore
Kumar
Bg.
From India, Bangalore
Dilip,
At the outset, 500 MW in 18 months is a farce. I am unable to understand your query in proper perspective. If you clearly mention, I can give my views as I am in Power Industry. Support services, you mean, HR, Admin, Security, HSE, etc or Engg Services???
Pon
From India, Lucknow
At the outset, 500 MW in 18 months is a farce. I am unable to understand your query in proper perspective. If you clearly mention, I can give my views as I am in Power Industry. Support services, you mean, HR, Admin, Security, HSE, etc or Engg Services???
Pon
From India, Lucknow
Sir you are right when u said 18 months is a Farce . It has taken almost 38months (Project commencement to handover to operations) months..The paper work for the project started in 2006, . My apologies for a mistype . I have noticed that people feel to be left alone after joining- no interaction with HR. Sir ,, at the outset
1) i am trying to know about those HR initiatives which can lead to better handholding of the employee till the initial Settlement both at the professional level and Personal family ..(Professional level -- Developing synergies between the HOD ,, his team and his colleagues ,,,building teams etc,,, ) Personal Level ...for example ,, How better we can reach the displaced family on account of his transfer to the new site ,, addressing his immedaite needs ,, reaching out his family etc,,,
2) Post Initial settlement ,, the HR is loosing the rapo with the Employee ,, Its the employee all by himself is battling in the grassroots to deliver goals stated ,, in such a given scenerio,, some aspects like training him for short term ,longterm needs would be a good one as you know,, i am looking for a similar kind of systems ,, somethings like a grevence cell,, Counselling centres,, etc,,
From India, Hyderabad
1) i am trying to know about those HR initiatives which can lead to better handholding of the employee till the initial Settlement both at the professional level and Personal family ..(Professional level -- Developing synergies between the HOD ,, his team and his colleagues ,,,building teams etc,,, ) Personal Level ...for example ,, How better we can reach the displaced family on account of his transfer to the new site ,, addressing his immedaite needs ,, reaching out his family etc,,,
2) Post Initial settlement ,, the HR is loosing the rapo with the Employee ,, Its the employee all by himself is battling in the grassroots to deliver goals stated ,, in such a given scenerio,, some aspects like training him for short term ,longterm needs would be a good one as you know,, i am looking for a similar kind of systems ,, somethings like a grevence cell,, Counselling centres,, etc,,
From India, Hyderabad
Dilip,
First of all, I am not from HR but from Engg side. Yes, as you said, the initiatives of HR in keeping the team coherent is far from satisfactory. In power industry, the attrition rate is so high thanks to the entry of new private players. They poach into the estabilished organisations by offering attractive packages with the promise of best amenities. All players are in fix due to the limited availability of power professionals. HR is doing very little to retain the talent pool. You know, power projects are in remote areas and naxals infested areas, HR has to play active role in creating facilities, family welfare, gathering with families, arranging entertainment events, etc.
pon
From India, Lucknow
First of all, I am not from HR but from Engg side. Yes, as you said, the initiatives of HR in keeping the team coherent is far from satisfactory. In power industry, the attrition rate is so high thanks to the entry of new private players. They poach into the estabilished organisations by offering attractive packages with the promise of best amenities. All players are in fix due to the limited availability of power professionals. HR is doing very little to retain the talent pool. You know, power projects are in remote areas and naxals infested areas, HR has to play active role in creating facilities, family welfare, gathering with families, arranging entertainment events, etc.
pon
From India, Lucknow
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