One of the most trying times in a young person’s life is the experience of leaving home for the first time. Moving to a new place, making friends, adapting to a new routine, and making financial ends meet are all challenges young people face. There’s an entire network of resources to make this transition as easy as possible. And it all starts with the Human Resources, who diligently anticipate new recruit’s needs, adding value to the overall.


1. Availability and Accountability. The stress factor is double-pronged: While HR may be a separate department, it is hardly an island in corporate waters; all company personnel believe they should have some representation through HR. HR should be at the beck and call of all employees. And if the HR professional totally buys into the rescuer role, taking every personnel problem home at night…beware: Burnout is less a sign of failure and more that you gave yourself away. 2. Objectivity. The challenge for an effective and widely accepted HR department is to maintain some functional independence even when part of the management structure. The HR professional must be somewhat detached from yet, also, be an objective and concerned advocate for both management and employees to be a robust problem-solving (not just numbers crunching) force in the organization. 3. Multiple Roles. In light of his or her hub position, not surprisingly, the HR manager/professional often plays many roles – from coach and counselor to cop and confessor. And, if that’s not enough, he or she must be the organizational or interpersonal safety net or back up when there are breakdowns or problems with: a) manager-supervisor-employee relations, b) reorganization change, such as a downsizing, c) outdated or illegal policies, d) prejudicial procedures, etc. 4. Disgruntled Personnel. Clearly, as outlined above, there are HR demands and responsibilities aplenty. The proverbial icing, of course, has to negotiate problems with people who have a grievance with a supervisor, are upset about pay, performance evaluation or promotion (or termination) issues. Certainly, it can be emotionally and professionally rewarding helping rectify a significant personnel problem. Still, chronically providing service to angry customers can all to easily result in a case of "brain strain."

And invariably. How often have you played "email tag" . Increasingly. An HR manager often needs to delegate the training function to a subordinate. 6. not just the supervisor’s. Like other corporate entities. A manager who cannot delegate is a manager who cannot survive.that's a separate topic. 8. The HR Department must keep up with new software and data processing systems. Transitional Glue. if not dysfunctional. customers. A potential danger in being the hub of the wheel believes you are the center of your corporate solar system. cell phones. MORE TECH – LESS TOUCH In the last few there has been heavy discussion on the issue of Technology and Personal Touch in the workplace. this isn't about harassment . voice mail. No. having an internal website for sharing key information with employees is critical.5. Finally. 10. one must resist the "solo savior syndrome" role. He or she often must help folks sustain morale in the face of an uncertain and possibly vulnerable future. Individuals must be encouraged to do reasonable data gathering or research or else HR will be enabling inefficient. clients. This supervisor unprofessionally (if not. Especially in times of rapid or volatile change – mergers.sending 1-line or 2 -line emails back and forth to someone when a telephone call or a visit to their office would have gleaned faster or better results? Are you a self-described e -mail addict . Such a breach is like a virus that can contaminate everyone’s operating system and sense of security. Office Space-Time. illegally) shared with her employees that a colleague was hospitalized for mental health reasons. The HR Manager must realize when certain crises are outside his or her sphere of productive "hands on" influence. Depending on company size. The HR Manager may become the messenger helping employees and supervisors interpret reorganization pronouncements from the management mountaintop. All organizational life depends on your energy source. The HR Manager’s standing as a leader is on the line. The HR Team cannot provide individual handholding with employees for all personnel issues. dependence. Ever-changing Technology and Policy. Privacy Requirements. downsizing or rapid startup or growth – the HR Manager often becomes a company cheerleader (or that stress confessor).checking your emails multiple times an hour to see what surprises this magical service has in store for you? Have you ever calculated how much time you spend communicating with people by reading and receiving emails and by exchanging voice mails? Are these wonderful technologies increasing or decreasing our productivity? Is technology truly increasing interaction or just creating new distractions? . Black-Berry's and other new technology keeps us from connecting in person with coworkers. to get up and running technologically takes longer than anticipated. Crisis Management. HR must have enough time and staff to provide classroom orientation on HR-related matters. Another stressor recently came to my attention: an HR Manager unsure how to respond to a supervisor’s breach of confidentiality. A department without some "closed door’ time and a closed meeting space for the HR team invites both productivity and morale problems – from actual privacy violations to free-floating privacy anxieties amongst employees. and the many others with whom we conduct our business. Training Demands. This is about how email. the HR Manager/Department must discover that elusive balance between reasonable physical access and protected space for productive energy. 9. departments and senior managers is sharing critical information and upholding employees’ privacy rights. An ongoing challenge for the HR Professional interfacing with numerous individuals. When downsizing trauma started evoking racial tension and threats 7.

For example. many companies are using their websites to post positions. for that matter): Th ey get to know each person as an individual. These searches can help some candidates rise to the top of the pile. there are thousands of managers in the workplace who have no business bearing the responsibility for developing other people. children. How could that be? The research on the same was a bit logical. EMPLOYEE-BOSS BEST FRIENDS When compared to time spent with relatives. copy. you might have been asked to recall a moment with a friend when you were relaxing or having a drink together. if you were in the midst of rushing your daughter to school or changing your son's dirty diaper. our technology management and its impact on our people management. on average. you might have been asked to report how happy you were at that moment. On average. not just a means to an end. While our tools and instruments offer us a tremendous benefit. but filling the position may fall somewhere further down the list for human resources staff. Most of us have had a boss like this at one point or another. as being less enjoyable than cleaning the house. Adjusting expectations is one of the first mantras for any job candidate. followed by bosses. Herein lies one of the secrets we have learned from top managers (and from great teachers. and paste. Clients and customers were third from the bottom. time spent with friends is rated as being the most enjoyable. The jobsearch process is often one of your top priorities. In contrast. and even diminish your physical health. The process is streamlined. have you considered what they may also be costing us? ONLINE APPLICATIONS REQUIRE FOLLOW-UP FOR A PERSONAL TOUCH In addition to job boards. customers. according to a recent study. Perhaps most concerning was the bottom of this "people we enjoy being with" list. technology moves some things more quickly. Undoubtedly. You get an automated response thanking you for your application and you start counting the minutes until you get the call inviting you to interview. so why not apply?" can clog the arteries of any system. They make you miserable. Interacting with the boss was also rated. and they have something in common: These great managers care about each of their employees as a real human being. and you are a candidate. But we have also found thousands of exceptional managers who have the opposite effect. Yes. less productive. coworkers were second to last. We want and need managers who care about our lives beyond the workplace. Gallup has asked more than .What do you think the true impact of this instant availability is on our employee productivity? What do we lose by allowing ourselves a life of constant interruptions? Does the benefit of multi-tasking outweigh the productivity factor of focused concentration? I think it's time we stop to analyze the true effectiveness of our time management. and are encouraging candidates to apply online. a few clicks. colleagues. The only problem is that your wellwritten and well-organized resume has had no human eye contact yet. but other things move more slowly because the volume of candidates who figure ''I don't even need to pay for a stamp. The volume of online applications is huge and has spawned many electronic applicant-tracking systems to help staffing specialists keep up with the ''e-paperwork. who were dead last. a cut. and they tailor their management to each employee's preferences. or bosses." These tracking systems allow human resources professionals to perform key-word searches to identify specific expertise or the name of a former employer. time spent with a friend ranks even higher than time spent with your spouse.

Making yourself happy at work can entail some tough choices. processes. You are the only one who can make the decision of whether or not to do these things. We can’t go to work and expect others to light our fire. because of this.eight million people to respond to the statement "My supervisor. they increase your engagement and productivity at work. It’s something totally inside of you. seems to care about me as a person" and has found that people who agree with this statement: are more likely to stay with the organization have more engaged customers are more productive If you're fortunate enough to have had a manager who treated you like a friend and cared about your personal life. Only you know what it takes to make you happy at work. This belief is common among managers and employees alike. It may mean unpleasant conflict. and bosses than we do with our friends. children. Only you can truly know whether you’re happy at work. THE MANAGER’S RESPONSIBILITY We currently act as if people are not inherently motivated. And. rather that they go to work each day and wait for someone else to light their fire. It may mean battling existing corporate culture and values. The best managers in the world are not only experts in systems. The fire is inside you—the only person who can light it or douse it is you! Of course. The choice and responsibility are yours. They are: . significant others. you probably understand the difference this type of genuine friendship can make. your manager has a huge influence on your happiness at work. or at least a manager who cares about their general well-being. It just doesn’t work that way. because not engaging in conflict would be even worse. It may mean quitting and finding a new job. and other relatives combined. coworkers. And this belief is fundamentally wrong. maybe even one with your boss. and technical competencies -they are experts in your life. or someone at work. Happiness at work is individual. for three simple reasons: Happiness at work is an emotion. but the ultimate responsibility is yours. PERSONAL TOUCH LEADS TO HAPPINESS AT WORK Whose job is it to make you happy at work? Your manager? Your co-workers? The company? Society? Here’s the truth: The ultimate responsibility for your happiness at work can only lie with you. Therefore you are responsible for making sure you have what you need to be happy. All employees deserve a manager whom they can truly call a friend. consider developing a few strong friendships at the office. The bottom line is that we spend roughly 50% more time with our customers. Managers have three responsibilities when it comes to happiness at work. Only you know if things are fine. If you want to be happier and more engaged at work. or if something needs to change.

and desperation and cut-throat competition.. someone just as smart and clever as you will. THE CO-WORKERS’ RESPONSIBILITY You and your co-workers have a responsibility to work together to create an atmosphere in which it’s easy to be happy at work. It’s no use for a company to say. The company has a responsibility to prioritize. “We want people to be happy at work. To make themselves happy. and it never can be.. and still find that some employees remain unhappy. openness and teamwork. 2.” and then turn around and reward massive overwork. You can’t lead people without a sincere interest in them and some detailed knowledge about them. your most important responsibility is to make yourself happy at work. How happy are they at work right now? What makes them happy or unhappy? What are their goals and dreams? Good managers know this about all their people. As a manager. No matter how well you do. no matter how well-meaning. value and reward happiness at work. good managers use this knowledge to create an environment in which it’s easy to be happy. you can’t force people to be happy—that is still their own responsibility.1. That is not the manager’s responsibility. Whether or not employees take this opportunity is up to them. . Other managers create a mood of happiness.If you ignore this you might just end up as roadkill—lying dead by the side of the corporate highway as others drive right past you. Fact of life: the strong survive. and instead manage to create atmospheres of mistrust. You can’t make money for a company while you’re eating lunch. You can’t force people to be happy. These managers are failing in their responsibility to happiness at work. Secondly. Obviously some managers fail completely at this. if you don’t put in the hours. ruthlessness and a traditional authoritarian management style. Finally. and spreads a good mood by their very nature. positivists. apathy. 3. An unhappy leader. You can forget lunch breaks. A happy leader is a natural role model for their employees. To create a mood where it’s easy for people to be happy. To know and care about their people. THE COMPANY’S RESPONSIBILITY Top management’s responsibility is to enable managers to create an atmosphere where it’s easy to be happy at work. can’t reliably create that atmosphere of happiness that is necessary to allow people to do their best work. Whether people choose to be happy in that atmosphere is their own responsibility. managers must know and care about their people.

It’s so great. The rest.YOUR RESPONSIBILITY As long as you sit on your butt waiting for your colleagues. . Meh! —My job is kinda OK. right now? In most workplace surveys. The truth is that your options are almost endless—and most of them are pretty good. Not too bad. Or. I can take it or leave it. You’re not infecting people around you with your energy and happiness. If you’re at Argh I can only advise you to do something about it as soon as humanly possible. Start by making yourself happy at work. nothing will happen. manager and company to make you happy. slightly fun. Please don’t tell them I said that last part… Take a moment to rate your current job. slightly unpleasant job situation. I would pay to work there. Don’t accept it—push for Yay. You’re using only a small fraction of yourself. safe. choose to spread some of that work happiness to the other people at work. Things will start to improve only when you choose to act. But it’s better to start somewhere else. Yay! —I love my job. Don’t! I’m deadly serious here. I’m betting that you already know well enough which of these three categories you fall into: Argh!—I hate my job and would rather walk a mile across burning coals than ever go into work again. decide to get to Yay—then figure out what it takes to get there. It’s easy to accept a nice. even better. you’re only a shadow of what you can be. with something even simpler. between 70 and 80% of employees. When you’re at Meh. Meh is dangerous because it’s comfortable. 10% say they hate their jobs and 10-20% love it. HOW HAPPY ARE YOU AT WORK? When you consider everything that’s good or bad about your job and the people you work with. If you’re already at Yay you can still decide to make your job even more enjoyable. not too good. Where are you at. You’re not coming home every day with the knowledge that “I rocked!” Don’t settle for Meh. are somewhere in the middle. slightly boring.

Tea / Coffee / Lunch / Dinner sessions with CMD Best Wishes The Author MR. 7. drawing. did his Graduation in Commerce and has a Degree in Education Psychology & a Diploma in Journalism. and can be reached by e. 5. HARI NAIR.com or hari. movie passes 10. quiz etc Merit scholarship above 80% to the wards Interest free loan for higher education for self and family Spontaneous Gifts to innovators (value added work) on a day-to-day basis.com and on his Mobile No. 3.nair@sonagroup. a young Masters in Public.nair69@gmail. 4. +91-98-102-89047 . essay writing. Currently he is at the helm of affairs at Sona Koyo Steering Systems Ltd. Personnel Management & Industrial Relations from Osmania University. 6.g. Birthday / Anniversary cards for all family members SODEXO Meal discount coupons / Big-Bazaar Gift Vouchers Department / Division parties Large scale integration meet with COO / CMD Family visit to plants Different kinds of contests for kids e. 9. 8. Gurgaon as its Vice President – Human Resources.g.HR FOLKS: ENHANCE PERSONAL TOUCH Here’s How – 1. e. 2.mail – hari.

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