Dear All,
We all know that role of HR is significant in every industry. I believe in IT/ ITES industry its so structured and organised. In india there are certain type of industry espl. construction apart from top ten (DLF/Unitech).HR department is not organised and known as Personnel and Admin Department. HR is supposed to be a supporting function and act as a facilitator in a company.In such companies HR practitioners and professionals have challnaging job. If we talk about performance appraisal its only salary evlautaion report is practiced in such companies.
HR people have to struggle a lot in such companies. In order to get the recognition we have to implement hr practices . The most important thing is how to break the mindset of people ? Pls give your valuable suggestions on this topic.
Regards,
Gauri Tomar
From India, Delhi
16We all know that role of HR is significant in every industry. I believe in IT/ ITES industry its so structured and organised. In india there are certain type of industry espl. construction apart from top ten (DLF/Unitech).HR department is not organised and known as Personnel and Admin Department. HR is supposed to be a supporting function and act as a facilitator in a company.In such companies HR practitioners and professionals have challnaging job. If we talk about performance appraisal its only salary evlautaion report is practiced in such companies.
HR people have to struggle a lot in such companies. In order to get the recognition we have to implement hr practices . The most important thing is how to break the mindset of people ? Pls give your valuable suggestions on this topic.
Regards,
Gauri Tomar
From India, Delhi
hi Gouri,
HR in service and construction industry is really tough enough. it is only through major results HR initiatives are being recognized. If you want yourself to be recognized, slowly start with HR activities.
1. HR Manual
2. HR Policy
3. initatives like 5S, performance management system, competency assessment, team bulding, etc.
For all the initatives you have to make a unique and easier method of doing work than the existing method. Easier method will give you the buy-in from top management and colleagues and uniqueness will give you recognition.
Personally i feel that everyone has to take his/her own initiative/first step and the others will follow you. Today, everyone needs to create a work for himself/herself and get recognized, otherwise the routine work will demotivate you at some point of time in your life, especially if you are high achievement oriented person.
Regards
Dr. Kavita Shanmughan
From India, Madras
HR in service and construction industry is really tough enough. it is only through major results HR initiatives are being recognized. If you want yourself to be recognized, slowly start with HR activities.
1. HR Manual
2. HR Policy
3. initatives like 5S, performance management system, competency assessment, team bulding, etc.
For all the initatives you have to make a unique and easier method of doing work than the existing method. Easier method will give you the buy-in from top management and colleagues and uniqueness will give you recognition.
Personally i feel that everyone has to take his/her own initiative/first step and the others will follow you. Today, everyone needs to create a work for himself/herself and get recognized, otherwise the routine work will demotivate you at some point of time in your life, especially if you are high achievement oriented person.
Regards
Dr. Kavita Shanmughan
From India, Madras
Gauri,
The main reason why the HR is different in Manufacturing, Construction, Minings, PSU, IT / ITES etc etc etc is the different nature, education background of the people working in those industries.
IT and ITES have all engineers, and creamy layer of candidates, wherein the employees understand what is HR.
But my personal experience with Manufacturing industry employees, [including workers, as they are also employees] they just dont seem to accept the idea of T&D, performance appraisal and other stuff. As they are ITI, or HSC, SSC passed and many are from rural areas. Many of them dont even know how their salary and tax deductions are done.
Hence HR is booming only in IT and ITES companies, and BPOs where inspite of the major staff not even being graduates, their nature of work makes them understand what is HR.
Even i tried implementing HR in a multinational mfg industry, but it could not be implemented, they already had a dept it was called Personnel Dept, and I could not transit the Personnel Dept to HR dept, but beleive me with the nature of working in these industries, HR will not survive in these type of industries, in these industries you need a Personnel Dept or Admn dept.
And if you see the persons working in these depts areint friendly like HR dept coz they need to be like that for certain reasons.
From India, Pune
The main reason why the HR is different in Manufacturing, Construction, Minings, PSU, IT / ITES etc etc etc is the different nature, education background of the people working in those industries.
IT and ITES have all engineers, and creamy layer of candidates, wherein the employees understand what is HR.
But my personal experience with Manufacturing industry employees, [including workers, as they are also employees] they just dont seem to accept the idea of T&D, performance appraisal and other stuff. As they are ITI, or HSC, SSC passed and many are from rural areas. Many of them dont even know how their salary and tax deductions are done.
Hence HR is booming only in IT and ITES companies, and BPOs where inspite of the major staff not even being graduates, their nature of work makes them understand what is HR.
Even i tried implementing HR in a multinational mfg industry, but it could not be implemented, they already had a dept it was called Personnel Dept, and I could not transit the Personnel Dept to HR dept, but beleive me with the nature of working in these industries, HR will not survive in these type of industries, in these industries you need a Personnel Dept or Admn dept.
And if you see the persons working in these depts areint friendly like HR dept coz they need to be like that for certain reasons.
From India, Pune
if you see, technology has changed many areas in manufacturing, construction or any other industries. technological based changes has been adopted by the people and they are moving through that phase. but what about HR-managing people?.....
Today the HR role has changed but most of the organization has not adopted to those changes and are sticking to the traditional HR roles. They look in for the traditional method of performance appraisal, HR Policies, HR Planning, training and development,etc.
I think if HR professionals think from that angle they will get an answer as to why HR is devalued. How can the existing HR break the mindset of the people in the organization? the answer is first change yourself and show the effect of changes, others will follow.
Minor changes will not impact the people, it should be major changes. Today HR should talk about competency, empowerment, talent acquisition, etc. training should reflect the development of the individual through challenges such as new assignments, job assignments,etc.
Today HR is all about techniques/tools. how the tool can give you the best result. with the complexity surrounding the people doing multi task, assessment has also become tough. detailing has become important in assessment and i feel that is where the complaints come in.
to break the mindset of the people:
1. Study what is that people want?
through using surveys, informal discussions, suggestions box, etc.......
2. Study what organizational goals are?
through Focus Group Work, BEI, etc....
3. Techniques adopted by the HR should align these points and then tools should reflect these points assessed objectively and rigorously.
4. Mindset usually talks about attitudes that people carry. rigid negative attitudes can be tacled by informal meetings, functions, discussions arranged by the organization.
Regards
Dr. Kavita R. Shanmughan
From India, Madras
Today the HR role has changed but most of the organization has not adopted to those changes and are sticking to the traditional HR roles. They look in for the traditional method of performance appraisal, HR Policies, HR Planning, training and development,etc.
I think if HR professionals think from that angle they will get an answer as to why HR is devalued. How can the existing HR break the mindset of the people in the organization? the answer is first change yourself and show the effect of changes, others will follow.
Minor changes will not impact the people, it should be major changes. Today HR should talk about competency, empowerment, talent acquisition, etc. training should reflect the development of the individual through challenges such as new assignments, job assignments,etc.
Today HR is all about techniques/tools. how the tool can give you the best result. with the complexity surrounding the people doing multi task, assessment has also become tough. detailing has become important in assessment and i feel that is where the complaints come in.
to break the mindset of the people:
1. Study what is that people want?
through using surveys, informal discussions, suggestions box, etc.......
2. Study what organizational goals are?
through Focus Group Work, BEI, etc....
3. Techniques adopted by the HR should align these points and then tools should reflect these points assessed objectively and rigorously.
4. Mindset usually talks about attitudes that people carry. rigid negative attitudes can be tacled by informal meetings, functions, discussions arranged by the organization.
Regards
Dr. Kavita R. Shanmughan
From India, Madras
Hi Gauri
Even I work in a construction company in NCR and I also face similar problems as you are facing.
People are so rigid here, mindset is so orthodox that if we try to implement something new the top management declines it.
If there is no support from the top management how can we think of bringing about a change in these companies.
Vani
From India, Bangalore
Even I work in a construction company in NCR and I also face similar problems as you are facing.
People are so rigid here, mindset is so orthodox that if we try to implement something new the top management declines it.
If there is no support from the top management how can we think of bringing about a change in these companies.
Vani
From India, Bangalore
hi all
just before 4 months i ave joined construction company, but still now i m nt feeling that i have learnt somthing or i have applied my knowlege for good change. its truth that to bring HR department up in this kind of industry is little but difficult.
anyways after 4 months i have got chance to work on HR policy.
From Oman, Muscat
just before 4 months i ave joined construction company, but still now i m nt feeling that i have learnt somthing or i have applied my knowlege for good change. its truth that to bring HR department up in this kind of industry is little but difficult.
anyways after 4 months i have got chance to work on HR policy.
From Oman, Muscat
Please suggest me some of the latest HR Practices for the construction industries. With Regards, Ruchi Aagarwal.
From India, New Delhi
From India, New Delhi
Please suggest me some of the latest HR Practices for the construction industries. With Regards, Ruchi Agarwal.
From India, New Delhi
From India, New Delhi
Hi Friends,
I am not exactly working in construction industry. My company is into Interior site execution, but more or less its site based work, hence i have to handle the usual "brickhead" staff.....
My observation is:
And now my problem...how to cope up in this scenario..when u r not welcomed by employees because they simply dislike anything/anyone which can bring change. How to prove urself in this situation when management think no need to updation (in my case they simply dont have time to discuss anything)...how to fight with ur own frustration, leave the employee dissatisfaction....
Your opinions/suggestions/comments are welcome....:-?
Regards,
Rashmi
From India, Nagpur
I am not exactly working in construction industry. My company is into Interior site execution, but more or less its site based work, hence i have to handle the usual "brickhead" staff.....
My observation is:
- This industry is still in early 20th century mentality where employers think that they are doing some favor to employees by giving them employment and employees think that they have nothing to do with overall picture of company's development.
- Even if you try to implement something new (new means new for this industry or company), neither management nor employees are interested. They have their general comment..if everything is going fine, whats the use of these fundas...
- I am equally disappointed by the management view as well as employees.
- This industry needs overhauling process in not only organizational structure but in mind set too. :no:
And now my problem...how to cope up in this scenario..when u r not welcomed by employees because they simply dislike anything/anyone which can bring change. How to prove urself in this situation when management think no need to updation (in my case they simply dont have time to discuss anything)...how to fight with ur own frustration, leave the employee dissatisfaction....
Your opinions/suggestions/comments are welcome....:-?
Regards,
Rashmi
From India, Nagpur
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