Would require new ideas to improvise the service delivery process of HR at IT org.
From India, Mumbai
From India, Mumbai
Dear aakash c,
Good afternoon to you. I would like to share my some very good experineces with you. I was serving with DRDO at Hyderabad about a decade back and during my course of duties I was also entrusted the duty of looking after personal security of Dr APJ Abdul Kalam for 3&1/2 years, whenever he visited Hyderabad. What I learned during those 3&1/2 years is worth life long experince in management of employees. When ever we used to travel from Airport to Chandrayangutta (DRDO) & back or some where in the city he used to discuss with me nothing except how I am managing my men i.e. security, safety and fire fighting personnel and he used to go to the minutest level such as am I checking their unifirms, testing their food, calculating salary correctly, getting their admin bebenfits including family welfare e.t.c. I can write an essay on it. But here I am relating this experience becuase he is a bachelor and is known to work for science and technology including missile technology for the nation and when you hear him show deep insight into a common man who is giving his or her best within his or her capabilities and requesting you 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 get him to understand that you and the company employing them is there to held their hands in the hour of distress and pat him or her in the hours of good days for the company. So your task is totally different. You will have to approach your company bosses and request them to extend all possible human welfare measures in a slow and steady process. If you get a bag full of gold in one go then the employees next time will expect you to bring at least wto bags full of gold and if you don't do that then you will be considered ineffective by both the employees and employer.
With warm wishes.
From India, Pune
28Good afternoon to you. I would like to share my some very good experineces with you. I was serving with DRDO at Hyderabad about a decade back and during my course of duties I was also entrusted the duty of looking after personal security of Dr APJ Abdul Kalam for 3&1/2 years, whenever he visited Hyderabad. What I learned during those 3&1/2 years is worth life long experince in management of employees. When ever we used to travel from Airport to Chandrayangutta (DRDO) & back or some where in the city he used to discuss with me nothing except how I am managing my men i.e. security, safety and fire fighting personnel and he used to go to the minutest level such as am I checking their unifirms, testing their food, calculating salary correctly, getting their admin bebenfits including family welfare e.t.c. I can write an essay on it. But here I am relating this experience becuase he is a bachelor and is known to work for science and technology including missile technology for the nation and when you hear him show deep insight into a common man who is giving his or her best within his or her capabilities and requesting you 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 get him to understand that you and the company employing them is there to held their hands in the hour of distress and pat him or her in the hours of good days for the company. So your task is totally different. You will have to approach your company bosses and request them to extend all possible human welfare measures in a slow and steady process. If you get a bag full of gold in one go then the employees next time will expect you to bring at least wto bags full of gold and if you don't do that then you will be considered ineffective by both the employees and employer.
With warm wishes.
From India, Pune
Dear Akash,
Please share a little about your firm and the areas you want to improve .
We can suggest many options than one can count. However, very few of them might fit into your requirement.
A broad and an open statement would be , taking the needs of the employees in 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 organisation.
- Transparency
- Career development program 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 other may appreciate a 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 a development towards what they voiced on.
Please note that free food and transportation are benefits and not the only feature of employee-friendly systems. The more you design your systems to make their work more meaningful , they better it will get for them.
looking forward to brainstorm what is best for your firm. Thankyou !
From India, Mumbai
Please share a little about your firm and the areas you want to improve .
We can suggest many options than one can count. However, very few of them might fit into your requirement.
A broad and an open statement would be , taking the needs of the employees in 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 organisation.
- Transparency
- Career development program 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 other may appreciate a 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 a development towards what they voiced on.
Please note that free food and transportation are benefits and not the only feature of employee-friendly systems. The more you design your systems to make their work more meaningful , they better it will get for them.
looking forward to brainstorm what is best for your firm. Thankyou !
From India, Mumbai
I would like to add a point to this..
1. Have Empathy.
2. Involve the employees to make them feel part of your organization like involvement by asking them to fix up objectives, in decision making, by way of giving pf and insurance,etc.
3. Take care of the minutest things too like drinking water, rest room facilities and so on. As quoted by vpk, an organization if it touches the soul of employees, they can be sure that employees would stay for long and work well too in a happy way not under pressure.
From India, Coimbatore
1. Have Empathy.
2. Involve the employees to make them feel part of your organization like involvement by asking them to fix up objectives, in decision making, by way of giving pf and insurance,etc.
3. Take care of the minutest things too like drinking water, rest room facilities and so on. As quoted by vpk, an organization if it touches the soul of employees, they can be sure that employees would stay for long and work well too in a happy way not under pressure.
From India, Coimbatore
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
Napo-maintenanc e-03-dont-impro vise-eng.zip