i have done matsers in yoga a course desigend keeping in mind the corporate problems. but yoga programme officer does not have a direct vacancies. H.R. persons please help me to find a way in any good organization and suggest can yoga philosophy be practicaly implimented at the work place.
From India, Surat
From India, Surat
Hi Gaurav,
Yoga is not full time exercise if employee engaged in fulltime exercies who will conduct the business. Another fact is Yoga and physical or mental fitness is not employers baby its individual problem. Employer cannot take responsibility for every thing employee desire or wish.
Yoga is not HR domain its Physical Trainer Instructer Job profile.
Let me tell you HR is already garbage of many myths specially in India for example, Psychologists, Trainers I mean literally teachers and professors like people hijack this profession. Where as HR does not mean Training or Psychology. Psychology related to medical science with Medicine Therapy to cure patient but now a days HR Managers are engaged in doing all this nonsence just to save his bread and butter.
Training is Teaching or Coaching class profession. But now it has reach to its nadir and intellectual bankruptcy of our HR fraternity and everybody is trying to become trainer ratheir focusing on HR initiatives. Our most of HR professionals dosen't know the utility and the extent to which importance to such time pass ideas to be given. Our HR is accepting anythig whosoever dump his ideas become HR business. We are fortunate enough so far that no one yet connected this HR profession with rocket science or nuclear science.
Please do some favour a nd mercy on us by not adding your burdon on this subject.
Regards,
Sawant
From Saudi Arabia
13Yoga is not full time exercise if employee engaged in fulltime exercies who will conduct the business. Another fact is Yoga and physical or mental fitness is not employers baby its individual problem. Employer cannot take responsibility for every thing employee desire or wish.
Yoga is not HR domain its Physical Trainer Instructer Job profile.
Let me tell you HR is already garbage of many myths specially in India for example, Psychologists, Trainers I mean literally teachers and professors like people hijack this profession. Where as HR does not mean Training or Psychology. Psychology related to medical science with Medicine Therapy to cure patient but now a days HR Managers are engaged in doing all this nonsence just to save his bread and butter.
Training is Teaching or Coaching class profession. But now it has reach to its nadir and intellectual bankruptcy of our HR fraternity and everybody is trying to become trainer ratheir focusing on HR initiatives. Our most of HR professionals dosen't know the utility and the extent to which importance to such time pass ideas to be given. Our HR is accepting anythig whosoever dump his ideas become HR business. We are fortunate enough so far that no one yet connected this HR profession with rocket science or nuclear science.
Please do some favour a nd mercy on us by not adding your burdon on this subject.
Regards,
Sawant
From Saudi Arabia
Hi Sawant,
You seem pretty pissed off with how people percieve HR to be. Chill buddy.
Have you heard of Healthy Mind in a Healthy Body? If the employees are physically fit, it avoid a lot of health issues which will increase productivity. This is very much employer's baby.
Well, teaching Yoga is not HR domain but employing a Yoga instructor would a very good HR initiative.
HR mgrs are supposed to consel employees w.r.t their problems, keep them enthusiastic about working in the organization. Understanding the employees' psychology is pretty much HR's issue.
Here too, one of the important areas of HR management is employee development. Training is intended towards that. If few HRs want to specialize in it, whats wrong with that?
I wish someone does this, atleast then, may be HR will be considered THE most important job of an orgn rather than just a support function.:icon1:
Sawant, if you think Training, Psychology, Counselling, Welfare, are not HR's job, then I wonder what is HR as per you? Just recruitments and payroll? :icon6:
From India, Hyderabad
You seem pretty pissed off with how people percieve HR to be. Chill buddy.
Have you heard of Healthy Mind in a Healthy Body? If the employees are physically fit, it avoid a lot of health issues which will increase productivity. This is very much employer's baby.
Well, teaching Yoga is not HR domain but employing a Yoga instructor would a very good HR initiative.
HR mgrs are supposed to consel employees w.r.t their problems, keep them enthusiastic about working in the organization. Understanding the employees' psychology is pretty much HR's issue.
Here too, one of the important areas of HR management is employee development. Training is intended towards that. If few HRs want to specialize in it, whats wrong with that?
I wish someone does this, atleast then, may be HR will be considered THE most important job of an orgn rather than just a support function.:icon1:
Sawant, if you think Training, Psychology, Counselling, Welfare, are not HR's job, then I wonder what is HR as per you? Just recruitments and payroll? :icon6:
From India, Hyderabad
Hi Deepthi,
Here is answer to your all above curiosity:
HR departments are not designed to provide Corporate therapy or as social or health and happiness retreats. HR professionals must create practices that make employee more competitive, not more comfortable.
HR activities are based theory and research. HR professionals. Must master both theory and practice.
The impact of HR practices on theory and research can and must be measured. HR professionals must learn how to translate their work into financial performance.
HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value not reduce costs.
The HR profession does not own compliance- managers do. HR professional do not exist to make employees happy but to help them become committed.
HR practices have evolved over time. HR professionals must see their current work as a part of an evolutionary chain and explain their work with less jargon and more authority.
At times, HR practices should force vigorous debates. HR professionals must be confrontative and challenging as well as supportive.
HR work is as important to line managers as are finance, professionals strategy and other business domains. HR professionals should join other functional managers in championing HR issues
I hope you will find above at least convincing what is todays mnodern days HR objectives are. All people discuss is wasting technologies. The issues which could not bring prosperity to business of build organization focus on objective results.
Further I would like to add to your knowledge that Commmon HR myths.
Eight Myths about HRD
1. HRM means training: this myth has been perpetuated by those organizations that have renamed their training departments as HRD departments or their training managers as HRD managers. It is also perpetuated by those who do very little beyond training. While training is important and has a significant role to play HRD is far more than training.
2. HRM means promotions: This myth is perpetuated by line managers who put the onus of their promotion (or not getting the promotion) directly or indirectly on the HRD department or HRD systems like appraisals. No one gets promoted or not promoted because of HRD. Biases do not automatically get reduced, nor do rewards get increased because of HRD. HRD may challenge the nature of recognition and reward systems and align them with the performance culture. This is always not a process without pain.
3. HRM means fat salaries: This myth got perpetuated by some CEOs and top level managers who went on communicating to their employees that salary revisions were not being undertaken as they did not have a good and competent HRD manager. Also by those who gave this as the first important task to a newly established HRD department.
4. HRM means planning the careers of people: This myth partly got perpetuated by the term itself and partly by line managers who are incapable of planning their own careers. A fair number of employees seem to expect the companies to plan their careers and yet are not willing to share any of their own career aspirations with their seniors.
5. HRM means rewards: This myth got perpetuated by those companies that over-published the linkage of their performance appraisal systems with rewards. Most line managers think that the moment the performance appraisal system in their company changes they will now become eligible to get rewards.
6. HRM means having a good time: It is not usual to come across some managers commenting that though their HRD department has come into existence about eight years ago but they have not been sponsored for a single training program out side the company. Some of them even refuse to recognize the numerous in-house programs they attended as training programs. It must be outside their city and in a good place. It has got to be a memorable outing. In fact in one organization the HRD department was nick-named the Holiday and Recreation Department.
7. HRM depends on the top management: This myth got perpetuated by a number of incompetent HRD managers who keep on attributing their own inefficiencies and ineffectiveness to the lack of commitment of the top management. This also got perpetuated by some of the CEOs and other top-level managers who have treated HRD as a fashion and established HRD departments without knowing what it can do.
8. HRM is the job of the HRD department alone: This is the most widely shared and misunderstood myth. It is also normal human tendency to assume if you have a department everything is to be done by that department only. Most managers get disappointed that the HRD department is not able to change their employees (direct reports) and their attitudes. HRD is the responsibility of each employee to develop himself or herself and facilitate the development of at least one level below. The HRD department equips line managers with instruments for development
Regards
Sawant
From Saudi Arabia
Here is answer to your all above curiosity:
HR departments are not designed to provide Corporate therapy or as social or health and happiness retreats. HR professionals must create practices that make employee more competitive, not more comfortable.
HR activities are based theory and research. HR professionals. Must master both theory and practice.
The impact of HR practices on theory and research can and must be measured. HR professionals must learn how to translate their work into financial performance.
HR practices must create value by increasing the intellectual capital within the firm. HR professionals must add value not reduce costs.
The HR profession does not own compliance- managers do. HR professional do not exist to make employees happy but to help them become committed.
HR practices have evolved over time. HR professionals must see their current work as a part of an evolutionary chain and explain their work with less jargon and more authority.
At times, HR practices should force vigorous debates. HR professionals must be confrontative and challenging as well as supportive.
HR work is as important to line managers as are finance, professionals strategy and other business domains. HR professionals should join other functional managers in championing HR issues
I hope you will find above at least convincing what is todays mnodern days HR objectives are. All people discuss is wasting technologies. The issues which could not bring prosperity to business of build organization focus on objective results.
Further I would like to add to your knowledge that Commmon HR myths.
Eight Myths about HRD
1. HRM means training: this myth has been perpetuated by those organizations that have renamed their training departments as HRD departments or their training managers as HRD managers. It is also perpetuated by those who do very little beyond training. While training is important and has a significant role to play HRD is far more than training.
2. HRM means promotions: This myth is perpetuated by line managers who put the onus of their promotion (or not getting the promotion) directly or indirectly on the HRD department or HRD systems like appraisals. No one gets promoted or not promoted because of HRD. Biases do not automatically get reduced, nor do rewards get increased because of HRD. HRD may challenge the nature of recognition and reward systems and align them with the performance culture. This is always not a process without pain.
3. HRM means fat salaries: This myth got perpetuated by some CEOs and top level managers who went on communicating to their employees that salary revisions were not being undertaken as they did not have a good and competent HRD manager. Also by those who gave this as the first important task to a newly established HRD department.
4. HRM means planning the careers of people: This myth partly got perpetuated by the term itself and partly by line managers who are incapable of planning their own careers. A fair number of employees seem to expect the companies to plan their careers and yet are not willing to share any of their own career aspirations with their seniors.
5. HRM means rewards: This myth got perpetuated by those companies that over-published the linkage of their performance appraisal systems with rewards. Most line managers think that the moment the performance appraisal system in their company changes they will now become eligible to get rewards.
6. HRM means having a good time: It is not usual to come across some managers commenting that though their HRD department has come into existence about eight years ago but they have not been sponsored for a single training program out side the company. Some of them even refuse to recognize the numerous in-house programs they attended as training programs. It must be outside their city and in a good place. It has got to be a memorable outing. In fact in one organization the HRD department was nick-named the Holiday and Recreation Department.
7. HRM depends on the top management: This myth got perpetuated by a number of incompetent HRD managers who keep on attributing their own inefficiencies and ineffectiveness to the lack of commitment of the top management. This also got perpetuated by some of the CEOs and other top-level managers who have treated HRD as a fashion and established HRD departments without knowing what it can do.
8. HRM is the job of the HRD department alone: This is the most widely shared and misunderstood myth. It is also normal human tendency to assume if you have a department everything is to be done by that department only. Most managers get disappointed that the HRD department is not able to change their employees (direct reports) and their attitudes. HRD is the responsibility of each employee to develop himself or herself and facilitate the development of at least one level below. The HRD department equips line managers with instruments for development
Regards
Sawant
From Saudi Arabia
Hi Sawant,
Thank you for the clarification.
Although, you have used the word 'HR Practices' a lot of times in it. Can you please let me know a few of them, which do not deal with welfare, counselling, development, 'making employees comfortable'? I surely would like to know.
Also, the 8myths of HRM you have given was very informative and very true.
However, it says that HRM doesnt mean HR is ONLY these. No where it says HRM does not mean any of these. It says all these are a part of a bigger arena of HRM and its true. HR doesnt mean ONLY training, or ONLY promotions, or ONLY rewards etc. HR is a mix of all these and much more.
So, you cannot say Training is not HR's issue or Welfare is not HR's issue. Anything to do with the Human Resources of the orgn (work culture, recruitment, salaries, increments, promotions, dress code, leaves, attendance, team conflicts, team building, skill development, willingness to work, career aspirations, parties, picnics, gyms/health clubs on premises etc) is very much an HR's issue.
From India, Hyderabad
Thank you for the clarification.
Although, you have used the word 'HR Practices' a lot of times in it. Can you please let me know a few of them, which do not deal with welfare, counselling, development, 'making employees comfortable'? I surely would like to know.
Also, the 8myths of HRM you have given was very informative and very true.
However, it says that HRM doesnt mean HR is ONLY these. No where it says HRM does not mean any of these. It says all these are a part of a bigger arena of HRM and its true. HR doesnt mean ONLY training, or ONLY promotions, or ONLY rewards etc. HR is a mix of all these and much more.
So, you cannot say Training is not HR's issue or Welfare is not HR's issue. Anything to do with the Human Resources of the orgn (work culture, recruitment, salaries, increments, promotions, dress code, leaves, attendance, team conflicts, team building, skill development, willingness to work, career aspirations, parties, picnics, gyms/health clubs on premises etc) is very much an HR's issue.
From India, Hyderabad
Hi Sawant,
It was really good to see your concern over HR issues. Well, i would say that you have good knowledge on HR but you need to know how to apply your knowledge. Today, the scope of HR is expanding with increased complexities in internal and external environment. You should be happy for growing demand of HR. I agree with Deepti's view. We as HR people need to have much more democratic,liberal and employee friendly attitude.
Regards,
Akhouri Nishant
From India, New Delhi
It was really good to see your concern over HR issues. Well, i would say that you have good knowledge on HR but you need to know how to apply your knowledge. Today, the scope of HR is expanding with increased complexities in internal and external environment. You should be happy for growing demand of HR. I agree with Deepti's view. We as HR people need to have much more democratic,liberal and employee friendly attitude.
Regards,
Akhouri Nishant
From India, New Delhi
I thank all of you for your valuable thoughts, all of you have a good understanding of what our HR people are facing now a days. once again thanks to you all.
From India, Mumbai
From India, Mumbai
Hi,
It was really inciting to read such professional discussions about HR practices. However, it is deviating from the main topic of discussion. Yoga - the very word means 'Union'. Every human being no matter what one does requires this union. Our lifestyle today succumbs us towards many distractions and deviations.
So, bringing an opportunity to our organisations to promote this 'union' is a welcoming attitude. But as a yoga trainer one cannot expect to be a full time employee. A trainer is more a consultant who visits or trains many employees from several organisations.
Ideally, he/she should work like project managers - prepare a crisp proposal to train employees of an organisation in Yoga, period of Instruction, time per session, Benefits, precautions, Contraindications, cost of training and topping all this should be 'The objective of such a proposal'.
A professional approach to any endeavour makes it more favourable. Also, this job needs lot of flexibility on the part of the trainer as he/she might cater to several organisations.
Regards,
Jshreemdra
From India, New Delhi
It was really inciting to read such professional discussions about HR practices. However, it is deviating from the main topic of discussion. Yoga - the very word means 'Union'. Every human being no matter what one does requires this union. Our lifestyle today succumbs us towards many distractions and deviations.
So, bringing an opportunity to our organisations to promote this 'union' is a welcoming attitude. But as a yoga trainer one cannot expect to be a full time employee. A trainer is more a consultant who visits or trains many employees from several organisations.
Ideally, he/she should work like project managers - prepare a crisp proposal to train employees of an organisation in Yoga, period of Instruction, time per session, Benefits, precautions, Contraindications, cost of training and topping all this should be 'The objective of such a proposal'.
A professional approach to any endeavour makes it more favourable. Also, this job needs lot of flexibility on the part of the trainer as he/she might cater to several organisations.
Regards,
Jshreemdra
From India, New Delhi
Dear Deepthi and Sawant,
Good debate guys but guess you are viewing the topic from different prespectives. I think we all need to keep the big picture in mind that HR is definitely a very large subject and a lot that happens in the name of HR is unconventional but nevertheless very important.
Anything that helps the employee perform better therefore adding to the companies bottom line then its welcome and it does not matter under what department or heading its put.
So guys keep up the good work and let more innovation be shared and use this forum to understand how some companies deal with the same issues with creative solutions and come out tops.
All the best,
Dimple
From India, Mumbai
Good debate guys but guess you are viewing the topic from different prespectives. I think we all need to keep the big picture in mind that HR is definitely a very large subject and a lot that happens in the name of HR is unconventional but nevertheless very important.
Anything that helps the employee perform better therefore adding to the companies bottom line then its welcome and it does not matter under what department or heading its put.
So guys keep up the good work and let more innovation be shared and use this forum to understand how some companies deal with the same issues with creative solutions and come out tops.
All the best,
Dimple
From India, Mumbai
Yoga has several definitions. One definition given in the Bhagvad Gita is "excellence in work" which is not really possible if the right person is not in the right job which to my mind, is the primary purpose of HRD. Ram Charan in his book "Execution" has devoted an entire chapter to this and referred to it at other places in his book. In different books, this is given in different forms which is why in the last few years, Talent management has been given so much importance.
Looking at it from the individual's perspective, even if you do an hour of yoga in the morning and it is followed by 10-12 hours of misery at work, that yoga means nothing.
Yoga also means unity of mind, body and soul which is practically possible only when you are in a profession that suits you, the primary purpose of HR in my view.
For details- lAbout Make your passion your profession Make your passion your profession(Work prisoners and students)
From India, New Delhi
Looking at it from the individual's perspective, even if you do an hour of yoga in the morning and it is followed by 10-12 hours of misery at work, that yoga means nothing.
Yoga also means unity of mind, body and soul which is practically possible only when you are in a profession that suits you, the primary purpose of HR in my view.
For details- lAbout Make your passion your profession Make your passion your profession(Work prisoners and students)
From India, New Delhi
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