I was going through the case study of the Best Company to Work For, and I came across this
I agree with Manu, that trying to solve problem of each of the employees, specially if the number of employees are more, is not practically possible..
But, we can try to solve the common problems, such as the
1. Maternity Leave: Don't just follow the law, make it extended [Example given above]
2. Childcare - A company can have inhouse facility, can recommend a baby sitting service and can do the quality control so that staff is assured of the service
3. Pick-up Drop: Even if the staff has his/her own vehicle, he would like to take service specially on the days he/she has to send his vehicle for service
4. Canteen Facility: A subsidised / no profit canteen can actually save time of employee as he / she won't have to prepare the lunch before they come to office nor they would be wasting time of going out for lunch
5. Local Phones: Give free Local Phone Facility, employees may like to inform their family if they are going to come in late
6. ATM inside/near office: As bank time is same as office time, a employee may have to go to bank during the banking time, but if there is a ATM within the campus, it would definitly help.
7. Cheque Drop boxs: Don't keep the generic ones. Allow the employees to drop all the cheques [including credit card, mobile, water, electricity, installments etc payments] Get is sorted by a office boy and get it delivered to correct office, so that employees can don't have to use office time to deliver these cheques..
From India, Ahmadabad
35I agree with Manu, that trying to solve problem of each of the employees, specially if the number of employees are more, is not practically possible..
But, we can try to solve the common problems, such as the
1. Maternity Leave: Don't just follow the law, make it extended [Example given above]
2. Childcare - A company can have inhouse facility, can recommend a baby sitting service and can do the quality control so that staff is assured of the service
3. Pick-up Drop: Even if the staff has his/her own vehicle, he would like to take service specially on the days he/she has to send his vehicle for service
4. Canteen Facility: A subsidised / no profit canteen can actually save time of employee as he / she won't have to prepare the lunch before they come to office nor they would be wasting time of going out for lunch
5. Local Phones: Give free Local Phone Facility, employees may like to inform their family if they are going to come in late
6. ATM inside/near office: As bank time is same as office time, a employee may have to go to bank during the banking time, but if there is a ATM within the campus, it would definitly help.
7. Cheque Drop boxs: Don't keep the generic ones. Allow the employees to drop all the cheques [including credit card, mobile, water, electricity, installments etc payments] Get is sorted by a office boy and get it delivered to correct office, so that employees can don't have to use office time to deliver these cheques..
From India, Ahmadabad
Manu wrote:
What about an organization having 2000 + employees, Can HR take care of every employee?
I worked with a client company with an employee population in excess of 2000. A small percentage (1 - 3%) came forward realizing that they had a need for professional counselling and guidance.
Can HR address the needs of 2000+? Obviously not. However, HR should be the final resource, after all others - supervisors, managers, Department Heads - have been exhausted. In some companies, HR acts as a "gatekeeper", referring employees to local agencies/groups.
In others, an Employee Assistance Program (EPA) has been established.
The EAP is administered by an outside agaency. Employees are referred by anyone in the "chain of command", or HR. The employee can self-refer.
Confidentiality is assured.
The only report HR receives (since they have responsiblity for the internal management of the program) is a summary of problems encountered. (I.e. - marital problems (2); financial problems (3); depression (1), etc.). Specific information relating to a specific employee is on a "need to know" basis.
From United States,
What about an organization having 2000 + employees, Can HR take care of every employee?
I worked with a client company with an employee population in excess of 2000. A small percentage (1 - 3%) came forward realizing that they had a need for professional counselling and guidance.
Can HR address the needs of 2000+? Obviously not. However, HR should be the final resource, after all others - supervisors, managers, Department Heads - have been exhausted. In some companies, HR acts as a "gatekeeper", referring employees to local agencies/groups.
In others, an Employee Assistance Program (EPA) has been established.
The EAP is administered by an outside agaency. Employees are referred by anyone in the "chain of command", or HR. The employee can self-refer.
Confidentiality is assured.
The only report HR receives (since they have responsiblity for the internal management of the program) is a summary of problems encountered. (I.e. - marital problems (2); financial problems (3); depression (1), etc.). Specific information relating to a specific employee is on a "need to know" basis.
From United States,
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