Apart from regular job roles such as hiring, payroll, statutory compliances, and performance management, what are the other roles an HR should handle?
Mostly, an HR person will not get enough time to mingle with every employee in the company, but they have to organize accordingly and plan for face-to-face meetings, open-door policies, etc.
Here, my question is, how does an HR play his/her role effectively by creatively handling employees with some out-of-the-box practices? What are the options an HR can use to make their employees feel engaged?
From India, Namakkal
Acknowledge(0)
Amend(0)
Mostly, an HR person will not get enough time to mingle with every employee in the company, but they have to organize accordingly and plan for face-to-face meetings, open-door policies, etc.
Here, my question is, how does an HR play his/her role effectively by creatively handling employees with some out-of-the-box practices? What are the options an HR can use to make their employees feel engaged?
From India, Namakkal
Acknowledge(0)Amend(0)
Dear Rahul,
The effectiveness of HR can be gauged by the impact it is able to make on operations or other business issues. Competency mapping, employee engagement, etc., will become vacuous if HR is unable to prove the impact of its interventions on the business.
Secondly, the effectiveness of HR also depends on empowerment. Without empowerment, HR's efforts will be mere wishful thinking or fantasy. Therefore, the pertinent question is to first assess one's decision-making powers and then consider the jargon.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
8218The effectiveness of HR can be gauged by the impact it is able to make on operations or other business issues. Competency mapping, employee engagement, etc., will become vacuous if HR is unable to prove the impact of its interventions on the business.
Secondly, the effectiveness of HR also depends on empowerment. Without empowerment, HR's efforts will be mere wishful thinking or fantasy. Therefore, the pertinent question is to first assess one's decision-making powers and then consider the jargon.
Thanks,
Dinesh Divekar
From India, Bangalore
Acknowledge(0)Amend(0)
Dear HR colleague,
I will share my thoughts on this, which are not intended to give a complete answer but to address some aspects. The effectiveness of HR lies in making every employee feel that he is important, wanted, and contributing to the bottom line. This is possible if he finds his job interesting, for which he is paid well as per the market rate, and he is recognized and appreciated for his work. At the same time, there are sources of dissatisfaction like boss-subordinate relations, working conditions, lack of career progression, and tight regimentation, to mention a few. Removing genuine factors causing dissatisfaction and increasing ones which enhance job satisfaction can create a workplace throbbing with enthusiasm. HR interventions, when founded on the basic human needs satisfaction goal in a well-channelized manner, may result in a win-win situation for both the management and the employee.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)
I will share my thoughts on this, which are not intended to give a complete answer but to address some aspects. The effectiveness of HR lies in making every employee feel that he is important, wanted, and contributing to the bottom line. This is possible if he finds his job interesting, for which he is paid well as per the market rate, and he is recognized and appreciated for his work. At the same time, there are sources of dissatisfaction like boss-subordinate relations, working conditions, lack of career progression, and tight regimentation, to mention a few. Removing genuine factors causing dissatisfaction and increasing ones which enhance job satisfaction can create a workplace throbbing with enthusiasm. HR interventions, when founded on the basic human needs satisfaction goal in a well-channelized manner, may result in a win-win situation for both the management and the employee.
Regards,
Vinayak Nagarkar
HR Consultant
From India, Mumbai
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Register and Log In.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt