Some one sent me a write up by Azim Premji as per the subject heading.
The same has been attached. To me it makes a lot of sense. I understand, the job of retaining staff through the Line Managers, duly assisted by the HR Staff.
Are there any comments on the same?, The comments and contribution shall be welcome.
Regards all,
Pradeep Bajaj
From India, Delhi
The same has been attached. To me it makes a lot of sense. I understand, the job of retaining staff through the Line Managers, duly assisted by the HR Staff.
Are there any comments on the same?, The comments and contribution shall be welcome.
Regards all,
Pradeep Bajaj
From India, Delhi
Hazaidi,
1400 Posts would be a lot. I observe that you have been member for last one year.
Happy that you observed my observations,
Incidentally, am 58, and a retired soldier currently HR Professional.
Regards,
Pradeep
From India, Delhi
11400 Posts would be a lot. I observe that you have been member for last one year.
Happy that you observed my observations,
Incidentally, am 58, and a retired soldier currently HR Professional.
Regards,
Pradeep
From India, Delhi
Kamal Jit,
We need to look at things in a considerably balanced and mature manner, particularly we at HR.
Interpersonal relations and group dynamics are such a splendoured thing, that at times we fail to comprehend, as to what happened where.
The analysis of the Managers to have grown on their juniors such, that the person concerned would have to shake him off, may also be in order.
We need to watch our Managers, who by their very behavioural pattern, would make the retention prohibitive in our organisation.
Incidentally, it would be well that bin the process we ourselves learn and implement that learning in our lives.
All this would require a lot of brain storming,
Thanks, you read,
Regards,
Pradeep Bajaj
From India, Delhi
We need to look at things in a considerably balanced and mature manner, particularly we at HR.
Interpersonal relations and group dynamics are such a splendoured thing, that at times we fail to comprehend, as to what happened where.
The analysis of the Managers to have grown on their juniors such, that the person concerned would have to shake him off, may also be in order.
We need to watch our Managers, who by their very behavioural pattern, would make the retention prohibitive in our organisation.
Incidentally, it would be well that bin the process we ourselves learn and implement that learning in our lives.
All this would require a lot of brain storming,
Thanks, you read,
Regards,
Pradeep Bajaj
From India, Delhi
Hello sir,
Managers are manifested as people of mature outlook and controlled behavior who aims for progressive development of manpower and hence taking the company at summit.
But in today"s scenario of competition and mechanized world , this definition has erupted and is now considered as weapons of controlling the behavior of workers . They view workers work with suspicion and grumbling look so as to develop a negative stereotyping.
therefore managers face willful insubordination which can slope the success map of a company downwards.
Henceforth the role of an human resource is to maintain a legacy of building capable leadership , obsessive about consistent performance , aggressive about creating talent.
regards
shoyu kapoor
From India
Managers are manifested as people of mature outlook and controlled behavior who aims for progressive development of manpower and hence taking the company at summit.
But in today"s scenario of competition and mechanized world , this definition has erupted and is now considered as weapons of controlling the behavior of workers . They view workers work with suspicion and grumbling look so as to develop a negative stereotyping.
therefore managers face willful insubordination which can slope the success map of a company downwards.
Henceforth the role of an human resource is to maintain a legacy of building capable leadership , obsessive about consistent performance , aggressive about creating talent.
regards
shoyu kapoor
From India
Change is the only constant
Today we wear a particular brand dress, use a particular brand vehicle, product and love only that product. Tomorrow some new company comes, so we shift our preference to the other company. Like this employees also are intended to change jobs.
A company retains everything its employees by various HR practices, its clients by way of commitment, transparency, its customers by advertisement, promotion of product etc.
Here as HR our main concern is with retention of employees. Here Premji has only pointed out the major cause of attrition that people leave managers, but in real even if there are Managers from HELL, nothing happens, people leave Management does not know where the prob lies, as the resigning person never tells management about the MANAGER FROM HELL, so this problem remains as it is, as I would not like to complain against my manager, and resign, what if tomorrow i get a bad reference.
Though what Premji has pointed out, is the universal truth, which I knew long before, and any person with common sense can know people leave managers and not companies, because COMPANY is dead. and people leave / remain because of people.
Here i dont intend to convey something negative about the article or Mr. Premji, but this thing almost everyone knows. Though everyone knows the cause , I would like to know if anyone knows the solution, which I dont know , but I know the solution is impossible for time being.
THANKS
From India, Pune
Today we wear a particular brand dress, use a particular brand vehicle, product and love only that product. Tomorrow some new company comes, so we shift our preference to the other company. Like this employees also are intended to change jobs.
A company retains everything its employees by various HR practices, its clients by way of commitment, transparency, its customers by advertisement, promotion of product etc.
Here as HR our main concern is with retention of employees. Here Premji has only pointed out the major cause of attrition that people leave managers, but in real even if there are Managers from HELL, nothing happens, people leave Management does not know where the prob lies, as the resigning person never tells management about the MANAGER FROM HELL, so this problem remains as it is, as I would not like to complain against my manager, and resign, what if tomorrow i get a bad reference.
Though what Premji has pointed out, is the universal truth, which I knew long before, and any person with common sense can know people leave managers and not companies, because COMPANY is dead. and people leave / remain because of people.
Here i dont intend to convey something negative about the article or Mr. Premji, but this thing almost everyone knows. Though everyone knows the cause , I would like to know if anyone knows the solution, which I dont know , but I know the solution is impossible for time being.
THANKS
From India, Pune
Azim Premji's is one view and focussed on just one factor, why people leave. Largely a relevant point, that most agree and have discussed over.
In the bargain, we are also discussing the other reasons that people leave an org. Of course they also leave, for: -
Job Satisfaction.
Self actualisation.
Remunerations.
Environment to incl human environment.
Move on.
Human relation ships.
Comfort levels, and so on.
Nevertheless my aim share what Azim Premji wrote. Is Azim being objective of the Managers, or is he simply passing the buck of the retention problems that he has faced over in his org. Should that be so, he needs to identify and address the matter of Managers in his org.
Surely, am of the considered opinion, that Azim was talking of specific Managers and is not a general statement, for the Managers come from amongst us, and the entire category could not be the reason for "Why People leave an org". The corollary to this can also be true, ie, "How people tend to remain in an org". Substantial No of Managers and their positive behavioural pattern would be why.
Should we divert our attention to the Managers, well they are the ones, that manage, plan, direct, organise, coordinate, control, set goals, tend to achieve them, and so on.
While changing the subject was not intended, brain storming could help.
Pradeep Bajaj
From India, Delhi
In the bargain, we are also discussing the other reasons that people leave an org. Of course they also leave, for: -
Job Satisfaction.
Self actualisation.
Remunerations.
Environment to incl human environment.
Move on.
Human relation ships.
Comfort levels, and so on.
Nevertheless my aim share what Azim Premji wrote. Is Azim being objective of the Managers, or is he simply passing the buck of the retention problems that he has faced over in his org. Should that be so, he needs to identify and address the matter of Managers in his org.
Surely, am of the considered opinion, that Azim was talking of specific Managers and is not a general statement, for the Managers come from amongst us, and the entire category could not be the reason for "Why People leave an org". The corollary to this can also be true, ie, "How people tend to remain in an org". Substantial No of Managers and their positive behavioural pattern would be why.
Should we divert our attention to the Managers, well they are the ones, that manage, plan, direct, organise, coordinate, control, set goals, tend to achieve them, and so on.
While changing the subject was not intended, brain storming could help.
Pradeep Bajaj
From India, Delhi
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