Dear friends,
I am planning to organize an HR visit to the business locations of the organization. The objectives of this visit are:
- To have a touchpoint with all the employees working at different/remote locations
- To build connectivity and visibility of Human Resources
- To enhance employee engagement
I kindly request suggestions on what HR should include and discuss with employees during their visit to the business locations.
Thank you,
Anil
Email: anilpathi@gmail.com
Phone: 9949557179
From India, Hyderabad
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52I am planning to organize an HR visit to the business locations of the organization. The objectives of this visit are:
- To have a touchpoint with all the employees working at different/remote locations
- To build connectivity and visibility of Human Resources
- To enhance employee engagement
I kindly request suggestions on what HR should include and discuss with employees during their visit to the business locations.
Thank you,
Anil
Email: anilpathi@gmail.com
Phone: 9949557179
From India, Hyderabad
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- Make it much more informal and do not announce your visit upfront.
- Get along with people, maybe try to have lunch in the same cafeteria and try to get the pulse.
- Suggest arriving at proposals for various employee engagements that they expect from the company.
- Make them feel that you are there to understand their concerns, help them add more value to the business, and thereby improve individual visibility.
From India, Bangalore
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- Get along with people, maybe try to have lunch in the same cafeteria and try to get the pulse.
- Suggest arriving at proposals for various employee engagements that they expect from the company.
- Make them feel that you are there to understand their concerns, help them add more value to the business, and thereby improve individual visibility.
From India, Bangalore
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I echo Consultme. A focus group or a brown bag meeting would be effective, only once trust is built through the informal interactions. The listening mechanism needs reinforcement with continued communication. Hence, keeping the employees posted on the developments implemented from their feedback is essential.
Frame questions at each level for the employees. Asking them about their jobs isn't enough. Here's an article from HBR, [Read a Plant Fast](http://ame.org) *(link updated to site home)* ([Search On Cite](https://www.citehr.com//results.php?q=Read%20a%20Plant%20Fast) | [Search On Google](https://www.google.com/search?q=Read%20a%20Plant%20Fast)). This was implemented to know everything about a plant without asking anyone any question. This is related to Strategy in Manufacturing and not entirely HR. However, it adds on to the acumen to understand them better. Request you to read it while working on this project.
From India, Mumbai
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Frame questions at each level for the employees. Asking them about their jobs isn't enough. Here's an article from HBR, [Read a Plant Fast](http://ame.org) *(link updated to site home)* ([Search On Cite](https://www.citehr.com//results.php?q=Read%20a%20Plant%20Fast) | [Search On Google](https://www.google.com/search?q=Read%20a%20Plant%20Fast)). This was implemented to know everything about a plant without asking anyone any question. This is related to Strategy in Manufacturing and not entirely HR. However, it adds on to the acumen to understand them better. Request you to read it while working on this project.
From India, Mumbai
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Thanks Nolabomita, Thanks for the attachment provided. Will refer the same and update the progress on the same. May write to you to validate my observations. All the best!
From India, Hyderabad
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From India, Hyderabad
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If this is your first visit, it makes more sense to announce it. Let the employees know that you are coming and that you want to interact with them. Set a schedule. Meet the business head first, then with the managers (separately or as a group, depending on the requirement). Understand from them the problems they are facing with regard to HR. If possible and necessary, make a presentation on HR rules, regulations, or things like disciplinary action, legal compliance, etc. Cover things that you already know they are affected by. Also, make it clear to the managers during your interaction what HR expects from them.
If you have a local HR team, meet them separately and discuss any issues that they have. Involve them in your meeting with the business head and managers. Ask the local HR team or the business head to circulate an email informing the employees of your visit and offer to keep an hour aside for anyone who has a problem to discuss. As Consultme said, have lunch in the common cafeteria and interact with as many people as possible.
From India, Mumbai
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If you have a local HR team, meet them separately and discuss any issues that they have. Involve them in your meeting with the business head and managers. Ask the local HR team or the business head to circulate an email informing the employees of your visit and offer to keep an hour aside for anyone who has a problem to discuss. As Consultme said, have lunch in the common cafeteria and interact with as many people as possible.
From India, Mumbai
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Meet the supervisors and staff - preferably individually.
Feel the pulse and build the relationship.
Based on the situation and business of your organisation, you may consider discussing some of the points given below:-
1. Individual: - Get to know about the staff - his background, education, family – parents, siblings, spouse, children etc - hobbies, interests etc.
2. Accomplishments: Years of service of the employee in the Org, accomplishments/ achievements and his/ her journey to the current position.
3. Business: Discussion about the business – revenue, profit, products/ services, customers, general environment, working environment
4. Training Needs: Requirement of training on skills, business products, service etc
5. Objectives: Is he/ she willing to take higher responsibilities? What is he/she wanting to achieve in life and what support he/she requires from Org.
6. Support from HO: Whether there are any specific areas which require support from Head Office/ Depts
7. HR Support: HR support required on various issues including – compensation, incentives, privileges, leave, work life balance etc?
8. Any suggestion on - system / process that requires re-visiting.
Ensure that you study the dossier/ file of each staff, prior to your visit.
From India, Thiruvananthapuram
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Feel the pulse and build the relationship.
Based on the situation and business of your organisation, you may consider discussing some of the points given below:-
1. Individual: - Get to know about the staff - his background, education, family – parents, siblings, spouse, children etc - hobbies, interests etc.
2. Accomplishments: Years of service of the employee in the Org, accomplishments/ achievements and his/ her journey to the current position.
3. Business: Discussion about the business – revenue, profit, products/ services, customers, general environment, working environment
4. Training Needs: Requirement of training on skills, business products, service etc
5. Objectives: Is he/ she willing to take higher responsibilities? What is he/she wanting to achieve in life and what support he/she requires from Org.
6. Support from HO: Whether there are any specific areas which require support from Head Office/ Depts
7. HR Support: HR support required on various issues including – compensation, incentives, privileges, leave, work life balance etc?
8. Any suggestion on - system / process that requires re-visiting.
Ensure that you study the dossier/ file of each staff, prior to your visit.
From India, Thiruvananthapuram
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