Hi Everyone, I am currently pursuing M.Sc Psychology in Human Resource Development and Management. As a part of my assignment I had to talk with the HR Manager of Employee Relations and Welfare to understand the challenges faced by him. As the part of discussion I came to know that the major challenges faced by him are trust issues, behavioral issues and to maintain a balanced relationship between the Manager and employees.
What are the strategies you would use in your organization to overcome such challenges? Opinions are welcomed and appreciated.
From India, Bengaluru
What are the strategies you would use in your organization to overcome such challenges? Opinions are welcomed and appreciated.
From India, Bengaluru
Hi. Yes, as an HR of a Company there are several challenges that have to be faced on a daily basis and hence it becomes utmost important to ease out relations betwixt employees. It is important to give importance to individuals to maintain parity hence citing as an example, each employee of a particular team under a manager could be given a lead for each project thereby giving him the power of being self-opinionated when leading while being respectful when someone else is on the lead, thereby creating stasis.
As per trust issues, employees must be invariably reminded of team work and the importance of communicating facts and values. Focusing on shared goals relatively against the intimate ones is highly imperative.
From India, Kolkata
1As per trust issues, employees must be invariably reminded of team work and the importance of communicating facts and values. Focusing on shared goals relatively against the intimate ones is highly imperative.
From India, Kolkata
1. One of the major challenges, if not the biggest challenge, of any Human Resource Manager is to understand the mindset of each member in his organisation. In a nutshell, by understanding what goes on in their minds and how they perceive and relate to each member of his team, an HR Manager will be able to provide a sound and friendly environment for people to work and to progress in their careers.
2. The most widely used strategy to tackle Trust Issues, Behavioral Issues and to maintain a balanced relationship between Manager and employees is to occasionally convert the professional environment around them into a social environment. In doing so, the manager not only gets closer to his employees, but also aids in getting employees closer to each other and building trust among them.
3. In terms of behavioural issues, most companies, at one point or the other, witness fallouts between employees and managers, between managers themselves and most commonly between employees. On such occasions, it is important that instead of 'confronting', as most people do, managers get themselves in between those in conflict and mediate to solve differences. A very common and grave mistake which is made in these circumstances is the reduction of compensation as a consequence. This only further elevates the issue, which may even boil down to resignations, transfers and the like.
4. Recognition plays a big role in any company. Even in the 'not-so-big' companies, recognition allows employees to hold their head high while motivating them to keep up their good work and set higher standards and benchmarks for others to follow. However, this is only half the job done. Managers must make sure that those who underperform or do not perform up to expectations are adequately motivated to ensure that they try their best. There are different methods to do the same, the most effective one being that of face-to-face conversation.
5. A manager must not, on any day, make his employees feel devoid of credit. Work that is completed, whether small or big, must be shown appreciation and doing so in front of other employees is also a very common method. Credit must, in all senses, go where credit is due and the onus is on the Manager to make sure that this is carried forward without fail.
From India, Bengaluru
2. The most widely used strategy to tackle Trust Issues, Behavioral Issues and to maintain a balanced relationship between Manager and employees is to occasionally convert the professional environment around them into a social environment. In doing so, the manager not only gets closer to his employees, but also aids in getting employees closer to each other and building trust among them.
3. In terms of behavioural issues, most companies, at one point or the other, witness fallouts between employees and managers, between managers themselves and most commonly between employees. On such occasions, it is important that instead of 'confronting', as most people do, managers get themselves in between those in conflict and mediate to solve differences. A very common and grave mistake which is made in these circumstances is the reduction of compensation as a consequence. This only further elevates the issue, which may even boil down to resignations, transfers and the like.
4. Recognition plays a big role in any company. Even in the 'not-so-big' companies, recognition allows employees to hold their head high while motivating them to keep up their good work and set higher standards and benchmarks for others to follow. However, this is only half the job done. Managers must make sure that those who underperform or do not perform up to expectations are adequately motivated to ensure that they try their best. There are different methods to do the same, the most effective one being that of face-to-face conversation.
5. A manager must not, on any day, make his employees feel devoid of credit. Work that is completed, whether small or big, must be shown appreciation and doing so in front of other employees is also a very common method. Credit must, in all senses, go where credit is due and the onus is on the Manager to make sure that this is carried forward without fail.
From India, Bengaluru
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HR Challenges.doc
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