Would require new ideas to improvise the service delivery process of HR at IT org.
From India, Mumbai
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From India, Mumbai
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Dear Aakash C,
Good afternoon to you. I would like to share some very good experiences with you. I was serving with DRDO in Hyderabad about a decade ago, and during my duties, I was entrusted with looking after the personal security of Dr. APJ Abdul Kalam for 3 1/2 years whenever he visited Hyderabad. What I learned during those years is a valuable lifelong experience in employee management. Whenever we traveled from the airport to Chandrayangutta (DRDO) and back or somewhere in the city, he discussed with me nothing except how I was managing my men, i.e., security, safety, and fire-fighting personnel. He went into the minutest details, such as checking their uniforms, testing their food, calculating salaries correctly, ensuring their administrative benefits, including family welfare, etc. I could write an essay on it, but I am sharing this experience because he, a bachelor known for his work in science and technology, including missile technology for the nation, showed deep insight into a common man giving his or her best within their capabilities, requesting us to be more humane and take care of them.
There are no new ideas in employee management because ultimately, you have to touch someone's heart and soul and make them understand that you and the company employing them are there to hold their hands in times of distress and pat them on the back in times of success for the company. Your task is entirely different. You will need to approach your company bosses and request them to extend all possible human welfare measures in a slow and steady process. If you receive a bag full of gold at once, employees might expect even more the next time. If you fail to meet those expectations, both the employees and the employer might consider you ineffective.
With warm wishes.
From India, Pune
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31Good afternoon to you. I would like to share some very good experiences with you. I was serving with DRDO in Hyderabad about a decade ago, and during my duties, I was entrusted with looking after the personal security of Dr. APJ Abdul Kalam for 3 1/2 years whenever he visited Hyderabad. What I learned during those years is a valuable lifelong experience in employee management. Whenever we traveled from the airport to Chandrayangutta (DRDO) and back or somewhere in the city, he discussed with me nothing except how I was managing my men, i.e., security, safety, and fire-fighting personnel. He went into the minutest details, such as checking their uniforms, testing their food, calculating salaries correctly, ensuring their administrative benefits, including family welfare, etc. I could write an essay on it, but I am sharing this experience because he, a bachelor known for his work in science and technology, including missile technology for the nation, showed deep insight into a common man giving his or her best within their capabilities, requesting us to be more humane and take care of them.
There are no new ideas in employee management because ultimately, you have to touch someone's heart and soul and make them understand that you and the company employing them are there to hold their hands in times of distress and pat them on the back in times of success for the company. Your task is entirely different. You will need to approach your company bosses and request them to extend all possible human welfare measures in a slow and steady process. If you receive a bag full of gold at once, employees might expect even more the next time. If you fail to meet those expectations, both the employees and the employer might consider you ineffective.
With warm wishes.
From India, Pune
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Dear Akash,
Please share a little about your firm and the areas you want to improve.
We can suggest many options that one can count. However, very few of them might fit into your requirement.
A broad and open statement would be, taking the needs of the employees into consideration while drawing or reviewing any policy or project.
How far can you integrate your systems to the inputs you received last time from your employees during the focus group or even?
Here are some practices from employee-friendly companies:
- A supportive leadership and a conducive environment to work
- Meaningful work closest to their areas of interest
- Flat structures so that their voices aren't lost in the bureaucracy of the organization
- Transparency
- Career development programs within and sometimes outside the firm. Organic and inorganic growth to address their developmental needs.
- Work-life balance
- Compensation acknowledging the needs of the employees. Some may need a greater take-home, while others may appreciate bigger medical or even housing benefits.
- Leave planning might be useful to some, while others may want to encash it
- Strong listening systems with prompt response, followed by development towards what they voiced.
Please note that free food and transportation are benefits and not the only features of employee-friendly systems. The more you design your systems to make their work more meaningful, the better it will get for them.
Looking forward to brainstorm what is best for your firm. Thank you!
From India, Mumbai
Acknowledge(0)Amend(0)
Please share a little about your firm and the areas you want to improve.
We can suggest many options that one can count. However, very few of them might fit into your requirement.
A broad and open statement would be, taking the needs of the employees into consideration while drawing or reviewing any policy or project.
How far can you integrate your systems to the inputs you received last time from your employees during the focus group or even?
Here are some practices from employee-friendly companies:
- A supportive leadership and a conducive environment to work
- Meaningful work closest to their areas of interest
- Flat structures so that their voices aren't lost in the bureaucracy of the organization
- Transparency
- Career development programs within and sometimes outside the firm. Organic and inorganic growth to address their developmental needs.
- Work-life balance
- Compensation acknowledging the needs of the employees. Some may need a greater take-home, while others may appreciate bigger medical or even housing benefits.
- Leave planning might be useful to some, while others may want to encash it
- Strong listening systems with prompt response, followed by development towards what they voiced.
Please note that free food and transportation are benefits and not the only features of employee-friendly systems. The more you design your systems to make their work more meaningful, the better it will get for them.
Looking forward to brainstorm what is best for your firm. Thank you!
From India, Mumbai
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I would like to add a point to this:
1. Have Empathy.
2. Involve the employees to make them feel part of your organization, such as involving them in setting objectives, decision-making, providing benefits like provident fund and insurance, etc.
3. Take care of the minutest things too, such as providing drinking water, restroom facilities, and so on. As quoted by VPK, an organization that touches the soul of its employees can be sure that employees will stay for the long term and work happily, not under pressure.
Thank you.
From India, Coimbatore
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1. Have Empathy.
2. Involve the employees to make them feel part of your organization, such as involving them in setting objectives, decision-making, providing benefits like provident fund and insurance, etc.
3. Take care of the minutest things too, such as providing drinking water, restroom facilities, and so on. As quoted by VPK, an organization that touches the soul of its employees can be sure that employees will stay for the long term and work happily, not under pressure.
Thank you.
From India, Coimbatore
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