hi all
i m been appointed as hr manager in a software house from last 20 days
company has a shortage of employees these days
old employees are very restricted to old policies nd are not flexible in accepting new changes
company can not take risk in firing them
so in starting i want to make lilttle comfortable policies
as there are only 12 employees
guide me kindly
From Pakistan, Lahore
i m been appointed as hr manager in a software house from last 20 days
company has a shortage of employees these days
old employees are very restricted to old policies nd are not flexible in accepting new changes
company can not take risk in firing them
so in starting i want to make lilttle comfortable policies
as there are only 12 employees
guide me kindly
From Pakistan, Lahore
Hello Zak,
I think your company is in a state of Change Management. I am sure one interacting session of Change Change management can bring a good change in the old employees.
Let me know if you require my help in conducting that session.
Please find attached my training profile and other details.
From India, Hyderabad
6I think your company is in a state of Change Management. I am sure one interacting session of Change Change management can bring a good change in the old employees.
Let me know if you require my help in conducting that session.
Please find attached my training profile and other details.
From India, Hyderabad
Dear Zak,
There has to be reason for change. The end result of change or why should I change has to be clear. Else it becomes pure academic pursuit and ground reality does not change. Have you found out whether software projects are completed in time? If not then what is the delay? What exactly is holding back? Will the changed mind of employee help in doing the projects in budgeted time?
I recommend you introduction of performance based culture. Have you formulated KPIs for each department? Have you given KRAs for the employees? Clear measures of performance is one of the best of changing the mindset of the employees. New or old employees, both have to fall in line. Willingly or willy-nilly they will accept the change.
Those who don't fall in the line, you can counsel them, train them. If they are still adamant, you can take corrective action.
At the same time, you need to start performance based recruitment also. Training has to be performance based. Do not go ahead with the training unless you define what needs to be increased or decreased.
Ok...
Dinesh V Divekar
[dineshdivekar@yahoo.com]
From India, Bangalore
There has to be reason for change. The end result of change or why should I change has to be clear. Else it becomes pure academic pursuit and ground reality does not change. Have you found out whether software projects are completed in time? If not then what is the delay? What exactly is holding back? Will the changed mind of employee help in doing the projects in budgeted time?
I recommend you introduction of performance based culture. Have you formulated KPIs for each department? Have you given KRAs for the employees? Clear measures of performance is one of the best of changing the mindset of the employees. New or old employees, both have to fall in line. Willingly or willy-nilly they will accept the change.
Those who don't fall in the line, you can counsel them, train them. If they are still adamant, you can take corrective action.
At the same time, you need to start performance based recruitment also. Training has to be performance based. Do not go ahead with the training unless you define what needs to be increased or decreased.
Ok...
Dinesh V Divekar
[dineshdivekar@yahoo.com]
From India, Bangalore
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Canteen Policy.doc