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Helping You Understand HR Better
July, 2011 1
FROM THE EDITOR’S DESK
Greetings from HR’Xpert Team!!!
We proudly present to you the fourth edition of HR‘XPERT. While musing on what should be the theme of this edition, my eyes fell on a magazine clipping. It dealt with the growing complexities of employment bonds. Since history, there has always been inequality of power sharing between the employer and the employee. We may say today an employee may be able to achieve a competitive pay due to growing demand of skilled labor in the market-place. However, when it comes to designing the employment bond, sadly the power still rests with the employer. The term ―Employment Relationship‖ refers to the conditions under which the employer decides to hire labor and the employee decides to sell his manpower to the employer. HR professionals today have more prominent roles to play in regulating the employment relationships. We were overwhelmed with the kind of participation and the motley assortment of views regarding our Theme: “Employment Relationship: Crucial Challenges for HR”. We have published three articles about this topic, which cover different aspects of the same topic. The article ―Challenges faced by HR professionals‖ talks about emerging challenges for the HR community, and also focuses on Employment relationship challenges. ―Change Management‖ is a short and lucidly written article which provides us with ideas to achieve effective change management. In the ―HR Toolkit section”, we have articles on two important models: one describes a Learning and Development Model through a case and the second one is about Knowledge Management models. We have also tried to give the beginners in HR a taste of case studies through the section ―Brainstorming with Case Studies‖. As HR‘Xpert team strongly believes in ―A teacher affects eternity‖, we have the section ―Faculty Speaks‖ where XIMB‘s Father George Joseph, S.J. opens up his world of wisdom. In the section ―In and Around the Industry‖ we have an article that gives insight into the HR practices at Hotel Taj. While going through the article, one realizes how small changes can lead to big results.We also have some short articles on philosophical thoughts and reflections in the section ―Reflections‖. If reading through the articles you ever feel the need to just see the fun side of HR apart from the challenges, you can always look up ―Fun at HR Desk‖. We enjoyed going through all the articles and would love to have such enthusiastic participation in the future. Please send in your comments to email@example.com.
Happy Reading !!!
HR’XPERT Team Editor Swagatika Priyadarshini Sub Editor Anjali kumar 2
EMPLOYMENT RELATIONSHIP & VARIOUS CHALLENGES FOR HR The Employment Relationship: Crucial Challenges for HR ..................................................................... 4 The Employment Relationship: A Holistic View ................................................................................... 10 The Employment Relationship: Crucial Challenges for HR ................................................................... 14 Challenges Faced by HR Professionals in Today’s Workplace .............................................................. 21 Change Management .............................................................................................................................. 25 HR TOOL KIT MODELING LEARNING AND DEVELOPMENT SYSTEM FOR MAXIMUM PERFORMANCE RESULTS ............................................................................................................................................... 29 Knowledge Management ........................................................................................................................ 36 BRAINSTORMING WITH CASE STUDIES Case Study: ABC Hotel (Based on Internship Program) ................................................................ 42 F ACULTY SP EAKS In Conversation with Fr. George Joseph........................................................................................... 46 IN AND AROUND THE INDUSTRY ............................................................................................ 50 The TAJ'S People Philosophy and STAR System .................................................................................. 50 REFLECTIONS Leadership in the Changing World ......................................................................................................... 55 Will I Fit In? .................................................................................................. 61
How to make your Workplace Employee-Friendly? (ELF Story) .......................................................... 63 Fun at HR Desk …………………………………………………………………………………………………………………………………….68
new paradigms of business are constantly getting created. easier communication & increasing environment. societal changes. economic growth. shifts in consumer tastes and political events. The world as we know it is increasingly changing at a faster pace defined by global competition. With these rapid changes. market evolution. while the status by quo of is continually technological complexity of business challenged Himanshu Kapadia. we are living in the age of change and dynamism. Changing Employment Relationship: The pace and nature of changes in the environment in which businesses of today operate. the nature of employment 4 . Wellingkar Institute Dynamic Business Environment: Today. faster flow forces breakthroughs.THEME OF JULY 2011 HR’XPERT: EMPLOYMENT RELATIONSHIP & VARIOUS CHALLENGES FOR HR The Employment Relationship: Crucial Challenges for HR of information .
shifting market downsizing. Companies no longer assure lifelong employment to their employees 2. using which are observed in recent times like the ‗Employment Bonds‘ that are being used by the organizations as tools to minimize the potential loss of a bad people investment. the business realities of the downturn in the recent past have shown us that growth may not be uninterrupted or steady all the while and managing human resources might have to be re-adjusted to satisfy other stakeholders.relationship is undergoing fundamental changes. impacting the relationship between employee & employer. Employees do not profess complete and lifelong loyalty to the employer. employers often make promises that are likely to be met only if the pace of growth in the business continues steadily. particularly shareholders. There are no rigid job definitions. and make other factors have contributed to rapid changes in existing jobs and creation of new ones. specifically. Organizational Psychology is a subject which applies the principles of psychology to one of the most important areas of people‘s life – work. The role and composition Organizations of teams are has expanded. with the human aspects of the workplace and aim of improving people‘s efficiency. There is an increased focus on HR practices & policies to retain and motivate the workforce. 3. and hence organizational effectiveness. The companies need to invest in their human capital fully well knowing it could be their riskiest investment. Functional flexibility is the new rule of the game. 4. as a consequence. In this quest to win the ‗War for Talent‘. Reengineering. However. These changes on have the following Resource implications Human Management for both organizations and employees: 1. through the knowledge of human behavior. by cutting down on promises made earlier. Hence there are risk – mitigation / hedging methods in HR issues employee relationships resulting from the impact of factors such as: Internal competitive pressures 5 . A talented and committed human resource base is emerging as a source of great competitive advantage. Employment Organizations change within Relationship addresses the in Future of increasingly temporary staffing and contractual labor as a means to mitigate the cyclical changes as well as manage costs and efficiencies.
Non-fulfillment may lead of to what perceived disconnect. Emerging Challenges for HR – by the organization. has been The workforce today has matured beyond wanting only compensation at par. It helps build the people dimension into thinking about organizational strategy. Psychological contract is The new employment contract is analyzed from inside and outside organizations and the issues are addressed from both a human resource management and work dynamic. Psychological Contract recognized that an employee‘s emotional and physical well-being is essential for overall efficiency and maximum productivity of the employee. It implies the inferences of the ‗Employee value Proposition‘ as promoted psychology perspective. 6 . They demand more from the job – well-being. Hence a slew of measures will be required to be initiated by the HR Managers of tomorrow. Employment Relationship: Trust the employment relationship Valuing Now. Employers should pay attention to building employee‘s trust in the organization through transparency and management credibility. meeting necessary. Well Being commitments. Technological changes Changing individual expectations and behaviors Psychological Contract between the employer and the employee involves the beliefs about the obligations that are predicted on the unstated perception that a promise has been made between the two stakeholders. It refers to the way the employment relationship is interpreted. when explaining what has gone wrong and monitoring employee attitudes from time to time. the purpose of business strategies becomes how to get the best return from their employee‘s energies. knowledge and creativity. This means clarifying what is or on offer. Managing the favorable balance of this ever changing Psychological implies that both the parties viz. The employers & the employees should have trust in the relationship. The organizations today have also obligations Congruence between promised & what the employees receive from the organization strengthens trust in the employment relationship. Contract is going to be one of the biggest challenges for the HR practitioners going forward.
Any lapse in maintaining a stringent check on the fair and unbiased treatment can lead experience when either of the parties forms judgments regarding the level of breach of 7 . preconceived mindsets and meritocracy should be the norm. compensation parity or even for that matter. Involvement Numerous empirical studies over the years have shown that a positively engaged workforce is more likely to be closer to their optimum performance. This is a very difficult target to achieve. it significantly reduces the employee – employer litigation matters. especially given that some of these processes rely on a great degree of an individualistic assessment of the boredom. there should be no room for any prejudice. performance evaluation. Information to the severing of an employment One of the cornerstones of any relationship is the openness of communication and the amount of information sharing that is done in good faith. facilitating the exit of an employee. monotony. Organizations going forward will have to design policies which enable them to seamlessly share relevant relationship. lethargy and atrophy can easily creep in dislodging the balance & harmony of the employment relationship Consequences of Mismanagement of Employment Relationship: The problem occurs when the employee perceives that the organization has failed to meet its obligations towards the employees and vice versa. transparent and accessible environment. Fairness Adopting fair practices and ensuring that there are no inherent bias that creeps into any of the HR related processes whether it is the recruitment. Intellectual stimulus and creating a challenging and compelling environment for every employee‘s information on a continuous basis with their employees and engage them in the state of affairs from time to time as important stakeholders driving in a involvement is going to be a great challenge for the HR Managers going forward. In the absence of such available platforms. When fairness in process is religiously followed. To keep up the morale of the workforce and to ensure that there are enough opportunities create to differentiate the quality of internal talent pool. This is a cognitive situation. Employment relationship is no different. creating platforms for employee involvement will be vital for maintaining a healthy employment relationship.
A strong organizational culture aligned with the vision and the strategy of the company can elicit the highest performance and retention of the top talent thereby enabling the organization to truly emerge as a great place to work in. (1964). HR managers have a strategic role to play. around Retrospect and Prospect‖ – Journal of Organizational Behavior. but also to more general feelings of organizational belongingness mutually in term and of not being Such valued respected. 19:63747 Blau. New York. This perception not only leads to negative feelings about the unmet expectations associated with specific promises.M.the unstated psychological contractual HR managers have quite a lot on their plates. Organizations trying to improve the quality or efficiency of employee‘s work can gain a great deal while taking into consideration the holistic view of the Employment Relationship from the point of view of the employee and vice versa. 2010 Anderson. Wiley. With increasing number of legal cases involving mostly employees revolving and the Industrial Relations – Vol. Exchange and Power in Social Life. N & Schalk R (1998). References: ‗Employment Relationship‘ – by Archana Tyagi & Rakesh Kumar Agarwal – Indian Journal of relationship. employments bonds. 45. January. alienation in the minds of the employees would lead to the following behavioral reactions: Lack of commitment Increased Absenteeism & tardiness Frustration Job Insecurity Disengagement All this ultimately results in Voluntary Turnover / Attrition which eventually results in elevating people costs to the organization and lower productivity. 8 . No. P. ―The Psychological Contract in employer. Conclusion: This is a turbulent time for the HR managers. From acquiring the right talent and designing perfect employment agreements to helping the employees sustain or have a peaceful exit. 3. Empathy from both sides is the key in this symbiotic association.
D. (1995). by Ed Michaels. Helen Handfield-Jones. Davis. ISBN 9781578514595. (1988). Organizational Citizenship Behavior: The Good Soldier Syndrome. ―An Integrative Model of Organizational Trust‖. Organ. Lexington. MA 9 . Mayer. JH & Schoorman F. R. 20: 709-34 ―The War For Talent‖ . and Beth Axelrod.Steven Hankin of McKinsey & Company in 1997. DC Heath & Company. Harvard Business Press.C. 2001 ISBN 1578514592.W.D. Academy of Management Review.
a 3. his work. talent acquisition.―an expense‖ to ―an investment‖ – the workspace is 10 . development. but the focus is on shortening the process Has a deep interest and pride in owning state-of-the-art technology Wants a lot of money and he wants it now. ―Service‖ to ―Core Competencies‖ – focus is on honing ones skills and expertise Workplace . we need to identify where these challenges arise from. It could be traced back mainly to a demographic dividend. Symbiosis Centre for Management The role of HR Manager has evolved from a traditional transactional manager to that of an administrative one to that of a strategic one.The Employment Relationship: A Holistic View volatile economy and a younger profile. and his world Shifting perspectives and priorities of Gen Y:1. his things. Though the challenges faced by HR are many. ―Local‖ to ―Global‖ – though the focus is deeply rooted in their own community. His focus is shifting from Family First to himself first. recruitment etc. which have become increasingly complex as the years passed by. Let us look at the characteristics of Gen Y Is optimistic about new possibilities and the future Has Desire and and drive making for a entrepreneurship difference Has a keen sense of competition Aby J Kottukappally. Generation Y Before we proceed to address the above issues. there is increasing awareness of global opportunities 2. his friends. Often HR Manager is confronted with issues such as retention. The evolution of terms such as ―Business Partner‖ is an indication of the same. I would like to focus on a couple of them which are outlined as follows:- both regional and global To him work is essential.
made more attractive and reflects the identity of the company 4. The latest trend among corporates being to increase their brand visibility through these sites often ignores its own internal customers ―Collaborations‖ – teams based on individual skills collaborate keeping in mind a larger goal  Traditionally in organizations. ―WORK. Hire diverse employees. generated honest feedback or used technology to streamline the process. Given that a great deal of networking happens through social media sites. there are three approaches to manage diversity: Assimilation paradigm: ―We‘re all the same. development of an individual is mainly facilitated by training. Workplace diversity As suggested by an HBR article.e. i. irrespective of geographical space 7.Life‖ to ―WORK . Less 11 . etc. how many organizations effectively use it. a recent study by Watson Wyatt showed that only three out of 10 workers agree that their company‘s performance management system helps improve performance. Mapping the same with the characteristics of the Gen Y. Does an organization which runs on good-to-get-work-done soft wares stand a chance in this era? After all the survival of the organization depends on how well they connect to this tech savvy generation.‖. in terms of changing needs of business and individual? Although we as HR managers prefer to say that performance management system has helped to increase the performance of the employees. job profile. the (employees). ―Connections‖ to place remains a puzzle.LIFE‖ – focus is more on quality than quantity. ―Inherited Identity‖ to ―Created Identity‖ independent developing identity based an on than 40 percent of employees said their systems established clear performance goals. The only pertinent question being. the questioning of banning the social media networks at work growth is more important than security 6. 5. stretch assignments etc. ―Job Security‖ to ―Growth‖ – implement a properly designed PMS will fail to retain and nurture the talent for organization‘s growth Gen Y is highly tech savvy. it turns out that the failure to merit of education. encourage uniform behavior.
and The result being that employees‘ diverse perspectives positively impact companies‘ work. How much would the intrinsic and extrinsic factors of the compensation make a difference diverse employees to niche markets. A recent survey brought out the fact that number of women on board of directors seems to be far less in India than the internationally. If the company follows the market pricing of the jobs. Why does it happen when HR has put in place a so called an ―effective succession planning‖? We may find that the so called systems have failed to produce leaders that are much required for the growth of the business. Integration integration paradigm: paradigm The transcends assimilation and differentiation— promoting equal opportunity values cultural differences. But often we find that the sources of diversity can‘t just be natural. Now the Ministry of considering the profile of the future work force? Growth of SME and Leadership We find the rapid resurgence of SME in the new millennium. This phenomenon can also be put in a different perspective for the corporate world. But how far has the above approach worked in the corporate arena? We do have firms who have successfully managed diversity to their competitive advantage and firms that have failed to address the issue. The success story of an SME is centered on one or two key persons. Management Guru Ram Charan has co-authored a book called ―Leadership Pipeline‖ which outlines the leadership passages in a typical Corporate Affairs (MCA) has mooted a proposal that a firm with more than 5 independent directors is supposed to have a woman director. at the center only to 12 . Differentiation celebrate paradigm: ―We Match realize that the environment ministry differences. This constitutes the ability of the HR to address the basic issue of supply and demand. would put a spanner in the works. We find that the companies fight for the ―right people‖. The result was that specialists in environmental studies became extremely valuable for the company. sustainability becomes an issue. Are the corporate firms ready to take up this challenge? “Green Jobs” India Inc. was expected to complete some big ticket projects on the back of second term of UPA govt. it might as well be forced. the absence of whom leads to its downfall.‖.
http://www. References 1. Professional CEOs need to be given the accountability for the P&L of the firm.organization as well as an SME so that the company is not found of dearth of leaders. Making Differences Matter A New Paradigm for Managing Divers by David A. But if we dig a bit deeper we could see that one of the kin‘s was elevated to an executive position. Thomas and Robin J.merinews. the pertinent question would be that regarding family based succession. In-house or Out-house The vegetable oil to software giant Wipro had done away with joint CEO model.com/article /future-work-priorities-of-gen-y-inindia 2. As Gen Y is set to enter the workforce. The reason cited being lower than growth expectations. replacing them with a single CEO. A different case in point would be the Future group who adopted a family business board letting professionals CEOs run the business. Many see that the question of running the business would ultimately rest with the family veterans. Ely 13 .
Identify and percolate the organizational aims. Business is said to have become synonymous with cut-throat. This pressure to be flexible will challenge employment relationship.Organizational behavior specialists concur that such disorderly changes will result in corporate confusion and anarchy due to the economic and competitive forces . Disorder is created at the interlude between the end of a cycle and the beginning of a new economic cycle.XLRI The fundamental reason behind the highly dynamic employment relationship of today stems from hyper competition-the Business has transformed to an almost warlike situation. survival of the most competitive type of situation . very highly. because it will necessitate the development of new organizational structure. 14 . economic or technological forces as drivers of change .Managers are thus facing strong and highly career challenging forces. They contend that their work in New The organizational basic purposes structures served and by knowledge based competition organizational structures are as follows: 1. disorder and stress facing modern organizations. and will develop the same in new ways.Thus. based on political. And other human capital as an asset. in order to cope with hyper competition.‖ ~Goethe Mansi Praveen and Bhavna Khar. organizations will value unpredictability. along with their systems and core competences.The Employment Relationship: Crucial Challenges for HR ―Treat people as if they were what they ought to be. and you will help them become what they are capable of becoming. especially so environmental forces are said to have created this waves of changes.
as happens in bureaucratic organization stymies creativity and Management of such systems has increased in complexity. due to dispersal of authority across parties.the corner stones to learning 15 . Following are some of the new organization 3. Bureaucratic organizations today have their inbuilt design deficiencies exposed. Applying a distributed learning. advances in IT and communication systems. capital mobility related reforms. very little control can be exerted on knowledge flow. organizational forms: Modular organizations Boundary less organizations Distributed knowledge system Virtual organization Re-engineered corporation Atomized organization rights . Controlling and routinizing the knowledge. All parties to a business transaction are highly dependent on each other for their desired outcomes. and the insights can flow in a more open manner.2. They were initially created when it was possible to commoditize knowledge . Knowledge .Today. ERP. where the production of services is almost entirely dependent on the ability of the firm to make use of the knowledge of the employees. Delineate and control the duties. For instance. This is particularly the case in knowledge-intensive business services. sales systems have an influence on the workflow and organizational because the functional efficiency The challenges associated with these new organizational structures are related to interdependence: Highly needed. have made it more cost-effective. the knowledge base of firms is intrinsically linked to the knowledge of their employees. knowledge based resources within an organization will base the success and guide the organizational structure design.functions and roles of the organizational members In the present era. Control the allocation of resources and the flow of produce created by the various functions in the organizations.based systems today have empirically proven their mettle in cost reduction and better communication along with increased capabilities to support employee learning and knowledge management. differentiation associated with these systems garners profitability of the organization. An organization which ceases to learn soon declines and enters the death stage of the organizational life-cycle. For example.
Job –content. where the production of services is almost entirely dependent on the ability of the firm to make use of the knowledge of the employees. This is particularly the case in knowledgeintensive business services. contingent workforce systems. exploit employee creativity. low skill. JACOB NORVIG LARSEN) Workplace Flexibility and Its implications on the employment relationship To survive in this hypercompetitive world. How the structural changes and new affect forms of organizations integration. High informational. job-design and their co-ordination by HRM important choices have emerged: 1. The interlink age between important than what knowledge the firm and its employees have. new workplace practices are being designed to pass on the risk burden (some of it. at least) from the State and the private organizational entities and on to the employee him/herself. Stable vs. How the previously listed organizational structures relationship affect has not the been employment ascertained empirically yet. (2001. Applying a distributed knowledge system view of the firm helps us understand that how knowledge is created is more workforce allowing deskilling and multiskilling of workers vs. 3.knowledge system view of the firm helps us understand that how knowledge is created is more important than what knowledge the firm and its employees have. The 2. technology intensive) vs. 2. the following three issues are the basis for the deep shifts taking place in the very nature of work: 1. the organization and distribution of roles and responsibilities. Flexible specialization of knowledge base of firms is intrinsically linked to the knowledge of their employees. In order to perform skill matching. However. The following technological changes and their impact on organization structure and processes. low pay and low training involvement jobs 3. just- 16 . organizations have been using total quality management. a new. new structures introduced only for the sake of perpetuation inequality and power centers.
Paul A. the manipulation of jobs-context. team-work and empowerment. Redesigning job contexts into which jobs are placed. higher cognitive-abstract qualifications needed for optimum performance. In fact. positioning new jobs through job families into the broader framework of organizational design. management. auto industry studies suggest that lean compensation. interdependence. few studies have examined the impact of such systems on occupational injuries or illnesses or on job characteristics related to job strain. the psychological contract between the employer and the employee is susceptible to be broken. whereas decision latitude Against the background of a changing business environment. 17 . have been introduced by employers throughout the industrialized world to improve productivity. (1999. control. work. responsibilities. the job –holder`s occupation . etc. quality. The studies informational power associated with the jobs. content and so forth is implied. Peter Schnall) By flexibility today. such as lean production and total quality management. New systems of work organization. duties. It is important. 4. Past changes have included increased knowledge.elements that are bundled together into definable jobs. Janet Cahill. 2. relevance higher of level operational of work Managers have been simultaneously manipulating the following aspects: 1. the work process of which it forms a part. 3. which has been linked to hypertension and cardiovascular disease. However. The interaction flow between and jobs. Aligning of these jobs with the organizational modifying commitment the strategy – by and the competence by reviewed provide little evidence to support the hypothesis that lean production required employees – through the use of various HRM systems like "empowers" auto workers. Landsbergis.the career stream to which jobs belong.in time. lean manufacturing. The tasks. Increases in decision authority and skill levels are modest or temporary. and profitability. increased emphasis on soft skills and social competences. Psychological Contract Performance production creates intensified work pace and demands. for managers and supervisors in organizations to have a proper appreciation typically remains low.
employer are a thing of the past 18 . Thus. The cognitive view of Psychological Contract conveys important principles about managing change in conditions after a merger. the organization should support this change in employee mind-set psychological contract and its implications on employee behavior and attitudes. Psychological functions like Contract serves many stability. For example. experts process Framework for Psychological Contract Changing Structure of employment: With the changing business scenario. Though these exercises. employee‘s mind-set e. the psychological contract would change thereby enabling the organizations to redefine the employment relationships.g.of the nature and dynamics of the discrepant information differently from novices. through some HR policies like getting employees actively negotiate new job predictability. some of the perceived trends in the changing relationship are: Long term jobs with a single The labor market offers mainly short term and unstable jobs The attitudes most appropriate to employment relationship are entrepreneurial because individuals need to manage their career efficiently to maintain their own employability. security and control. there is a dynamic change in the way short term employment relationships are perceived.
Heere and Salmon. new team roles. Employees sense a loss of trust and loss of information sharing. resistance to change and decreased morale. Job stability and employee outcomes Jon stability of an employee in an organization is a signaling effect to the employment relationship. the behavior and attitude of the employees is changed drastically.But. containment. policy makers.all express concern at the levels of risk and instability which is defining contemporary life now a days. government. studies have shown that the long term employment relationship have proved to be very resilient. new bosses. employees change jobs more frequently while they are young which shows that the age structure can influence job security. in their research have drawn attention to a theory called ―insecurity thesis‖ which is a social theory stating that there is a connection between the developments in the world of work (as stated in the bullet points above) and the changes in the individual‘s and society‘s life beyond. new visions. Due to this. They are working towards responsibilities and new policies Taking on more work. The changes felt by the employees after a layoff are: Working in a new organizational structure and design New job sites. special emphasis should be paid by the employers to strengthen the employment relationship. But this relationship is not empirically proved. managing ongoing cost reductions Different progression opportunities New rules of employment strengthening employment relationship as employees are the greatest asset of an organization which provides them relationship and new rules for the negotiation relationship Loss of peers and changes in the social fabric of their work life On-going fears about the survival of their own job The organization resorts to strategies which are mainly based on control and process within the competitive advantage. there is a market variation in the average tenure that employees have on jobs across countries. there is a loss of honest communication. This lays more stress on individualism and a sense of vulnerability and insecurity pops 19 . For example. Thus. They note that Restructuring – In a dynamic economic environment. Also. trade unions and management organizations.
The organizational HR is evolving to fill these gaps. Attrition rate shoots up for the organization once the economic situation starts reviving. My job is to create a space for them. there are many areas which affect employment relationship and 20 . It is proved that job satisfaction. The growing importance of employees and their relationship is described by Steve Jobs in the quote ―The people who are doing the work are the moving force behind the Macintosh. to clear out the rest of the organization and keep it at bay” involvement reduce drastically. many studies have been done to capture the attitude of employee after layoffs. structure changes to a centralized.up in the employees. Also. as stated above. organizational commitment and job Employees are the greatest asset of an organization and nurturing and providing them the opportunity to grow will act as a competitive advantage for the firm. Thus.
Abundant supply of labor meant that employers had an upper hand in the negotiation and they could exploit labor for their own means. This collective group of employees had better operate. Liberalization opened doors for many Multinational companies in India to influence of collectivism in that era gave birth to the idea of Trade Unions. Tushar Sharma. IMI Globalization and increased competition has transformed the way companies operate in today‘s environment. Increased political support. in many countries including India. Trade Unions and the employers in a big way. post-independence. employees were perceived as just another source for achieving means of production. The boom of IT sector created an unprecedented demand for knowledge workers. increased consumer demand. Fast changing volatile environments. This widespread exploitation combined with growing Management. Job security was the main issue for the employees and scarcity of job opportunities meant low attrition rate for the employers. This changed scenario gave birth 21 . Industrial Relations in India were governed by three partiesGovernment. protection from the law and multiplicity of trade unions created a rigid environment for productivity to increase and MNCs to operate in India. During Industrialization. the State favored welfare of labor and formulated laws and regulations for their protection and social security. shortened product life cycles. increased technology etc. This cordial environment deteriorated with increasing militarism of the trade unions.Challenges Faced by HR Professionals in Today’s Workplace say in negotiating for their rights and balanced inequality in power on the table. have impacted the relations between employees and the In India.
Employment contracts today do not govern the employers for productivity organizations.to a new and unique employee relation challengeschallenge of managing an employee relation policy will have to keep these issues in mind in order to create a perfect synergy between the external individual knowledge worker. promoting safety issues. Cooperative bargaining replace collective bargaining which again poses new challenges to Human Resource professionals. Consumers play an important part in the way an organization operates. The challenges and rewards in the job are the major drivers of job satisfaction for the employees. organization‘s strategy and the HR policy. State also began changing its role from being a welfare provider to a facilitator in providing cooperative employees promoting environment and the between the and the environment. This incident also shows the role of media in today‘s employee relations. For example during 1990‘s widespread protests were conducted by people in opposition to employment of child labor employed by Nike in Third World countries. In light of this criticism. 1989). Today employee relations are governed by new actors in the society too. New issues which have emerged in today‘s global environment are: creating sustainable psychological contracts are beliefs held by the individuals in mutual expectations between the two parties (Rousseau. Today‘s employees are not concerned about job security. So. it is simply fulfillment of psychological contract. Factors of Psychological contracts are: engagement and employee environment. Nike had to change its conditions of labor. These expectations are not static and continuously keep on changing and also play an important part in perceived ―fairness‖ at the work environment. Psychological contracts are replacing contracts. transactional According to employment Rousseau. protecting rights of minority groups. If these expectations are met mutually then it will lead to higher employee satisfaction. if the employee expects rewards and recognitions in return for the contribution made by him towards achieving the organization‘s goals. The dilution of the strength of Unions has also opened a new window for changed employee has relations. begun to relationships between the employees and the employers. Any 22 . preventing child labor and sustaining customers.
today‘s HR role should be strategic in nature. This strategic nature of HR can be developed in many ways: Employee Involvement Communication Strategic HR Respecting individuality Empowering employees All these trickle down from the Top management of the company. Google has been able to attract and retain its top talent by creating one of its kind work environments for its employees.Employment Contract Employee effort & Rules adherence + Employee reward & Job security External Context Psychological Contract Commitment & Motivation = HRM Practices Expected outcomes Engagement & High Performance Leadership For achieving all this. It has catered to the individual needs of its 23 .
it is easy to say that employees are an important resource who gives organizations their competitive edge. (1989).employees and provides fun environment to its employees at work. Organizations will have to continuously innovate to retain talent. Employees Journal. References Rousseau Denise. Psychological and implied contracts in Organizations. This has been possible only by incorporating strategic HR policies which create joy among the employees and caring for the needs of the employees. In today‘s context. Thus. Responsibilities and Rights 24 . Pay packages are not the instruments for retaining valued employees anymore. M. These have been incorporated by its founders – Sergey Brin and Larry Page – itself and today Google is the topmost employer of choice among the employees. it is a war for talent and the best way to achieve retention is to engage in constant up gradation of processes to bind every values employee to your organization.
to take care of the undesired side effects of the changes implemented in the organization and to provide strategies to manage the resistance to change. Thus.Change Management Pranav Chawla. decline in profitability. may be too early. in a well-planned and organized manner in an operating organization. IMT Nagpur What is Change Management? Change management is an art of making changes systematically i. just may be… forever. implementation of new technology etc. The external factors affecting the organization can be rise in competition among rivalries. may be at the wrong time. Why Change Management? ―Change is the only constant thing in our life. It becomes difficult when you start to change the things that people do care about or when they start to care about the things that you 25 . The reasons for the organizational change in the current scenario may be external or internal. CEO. may be too late or maybe. managing change is of utmost importance to ensure the effectiveness of these desired changes. Resistance to Change Management “It is easy to change the things that nobody cares about.e. changes in government policies.‖ Every organization undergoes change at one point or another. changes in the economy.e. advancement in technology etc. union problems. Technological changes and Downsizing. the most visible changes that a common man encounters are Mergers & Acquisitions. The internal factors can be appointment of new leader i. may be temporarily. These days. fluctuation in cost of raw materials.
Avoiding the process is not a solution but one should follow the process. 2. the first and foremost thing to be taking care of is to remove the reluctance to change. When an organization is looking for a change. This will unsettle the present working scenario and will result in the same lower levels of performance. 3. if implemented. scarcity of manpower to implement the desired change. 5. 4. They believe in. It is a part of a human nature. People don‘t accept the change reluctant to accept this reality. Some people find limitations of resources such as scarcity of time. Effective Change Management Slowly seeking for acceptance is not what we want from change management.” It is advisable for an organization to adapt for changes otherwise new strategies will not be perfectly implemented and the people are quality programs. Effective change management can be done if we follow the under mentioned steps: 1. ―You can‘t teach an old dog new tricks‖ also coveys the same message. ―When change arises. hierarchy consider themselves more powerful or influential and are afraid that may be the change will eliminate their power of influence. People in the higher level of readily so a negative frame of mind can never give desired results. Change is not the objective but it is the process to achieve the objective. People resist change because of the following reasons: 1. They are afraid that the change may act as an impasse to their current level of performance. think of the consequences. 2.‖ 26 .are — Lorenzi and Riley. The quote. Accept the reality is the first step. Change is inevitable still changing. Try not to avoid the ongoing process (of change). They are afraid of the after effects of change as the outcome is uncertain. shall not deliver the expected results. They should be rational as this helps in unbiased analysis and a better judgment. People are used to do things in the same way as they are doing it from years.
it is very essential to get the complete picture of the change. Do not expect quick results. it‟s the change I don‟t like. result may not be seen immediately. 7. Change is mostly done for the good. Change is mostly associated with risk. At least one can evaluate what change to implement and what not to. Procrastination of a desired change is not advisable as in long term it may be unmanageable. A wrong change may lead to a series of wrong changes. 4. Some may argue that this is impossible to measure. Some people in spite of knowing that changing with the greater the risk. keeping in confidence all the stakeholders is usually more effective. Taking reference from the past or from somebody who has already implemented that change 27 . anxiousness It but may lead to it anticipate change which is going to happen in future. Do not wait for things to be take place. 8. One should learn the art to successfully or even unsuccessfully will certainly help in a better decision. At last to end the article I would like to mention that no one should follow words ofMark Twain. So. If you feel the need to change anything then you definitely have to change. This is known as Change Foresight.” importance.3. group consensus is of utmost contemporary era is very essential still are reluctant to accept this. The benefits associated to risk are so high that risk can be ignored. Greater the change. It might happen that after transforming any certain norm. But the biggest risk in life is not to take risk at all. 6. try to predict it and be prepared. “It‟s not the progress I mind. nevertheless. an organization should evaluate long run benefits. 5. Taking decision. reviewing patiently for a certain period of time will certainly pay off. In implementing the desired change. Performing changes with a casual frame of mind can be disastrous.
HR TOOL KIT 28 .
improvement there in was their no distinct post-training Asha Tatapudi. It has proven its excellence in past fifty years by successful completion of many signature projects and is now diversified into various Infrastructure verticals such as Irrigation. The company had Performance instituted a training academy specifically to conduct Supervisory Development training programs for up-skilling these Supervisors. Therefore. its one thousand strong Works Supervisors whose average work experience is eight years are the backbone of this enterprise even though they were not adequately skilled or capability. the company hired a senior Head-Human Capital and assigned him the responsibility to revamp the whole system and to make the training Supervisory more Skill Development effective delivering superior performance results. The Head-Human Capital analyzed and examined the existing training practice and found the following deficiencies in the existing practice: The Supervisor‘s job profile of formally trained. However. The company was concerned about this criticality and wanted to revamp the whole learning and to and development an effective approach system implement the enhance supervisory infrastructure industry in India. XLRI Introduction SEW Infrastructure Limited is one of the fastest growing companies in the performance. Power.Modeling Maximum Results Learning System and for construction tradesmen. The rapid growth of the enterprise challenged the Development predictability of timely project delivery owing to the low competency levels of the supervisory cadre. Industrial & Institutional structures. However. Hydro and Thermal Power projects etc. Highways & Bridges. It employs a talent force of five thousand people. because they are involved in direct supervision of the performance of majorly comprised supervising the works pertaining 29 .
they could not effectively supervise the execution of construction works. Considering the academic supervisors. formwork carpentry and masonry. possess any of those skills. KEY OBJECTIVES To summarize. the issues identified to be addressed in the new system were as follows: To identify the competencies needed for the supervisory competency development at both the knowledge or skill levels through job and competency analysis Whereas. It also did not focus on transfer of post-training background of the supervisors. The tradesmen reporting to the Supervisors were highly skilled in their respective trades. bar-bending. he was also responsible for resource estimation and daily progress reporting.to survey. The design of the existing content training program comprised of ninety percent of theory and only ten percent of skill based training in the areas of Auto leveling and chain survey techniques. they did not possess the cognitive ability to perceive and acquire the Civil engineering based theoretical knowledge that was hitherto being imparted to them. The training environment was class room based and did not resemble a real-time project site by any extent. who had merely completed their schooling. Hence. knowledge to the work place. the Supervisor did not 30 . The training academy did not have any alignment with the projects as it did not understand the training needs of the they were found to be competent to perform only the task of resource estimation and did not possess the required competency in the other Skill based job areas. However. Besides. The training program did not comprise of any competency wise or overall assessment of the candidates either during or after the training program.
construction domain expert & HR representative was constituted & RADAR strategy is adopted to revamp and develop an effective Supervisory Development program. RADAR is an evaluation tool to evaluate the sub-criteria of business 31 . To develop a battery of To develop an effective training methodology with more practice orientation competency assessment tools at the following four stages Pre-training level Periodic evaluation during the training for every skill area Grand assessment after the completion of training to assess if the benchmarked competency level is attained Final assessment after two months of the post training performance if it has To create a simulated to construction environment provide a real-time experience To define the learning benchmark levels and ensure every trained supervisor meets the set benchmarks To motivate the supervisors to undergo the learning and development process To assess and appraise the incrementally improved or not To assess and map the current competency levels of the incremental performance results of the supervisors‘ post training To refine the training design and methodology based on the post training behaviors supervisors and identify gaps mapping to the competency map STRATEGIC APPROACH FOR AN EFFECTIVE TRAINING MODEL A Core team comprising trainers.
Plan and develop an integrated set of sound Approaches to deliver the required results now and in future.excellence or quality management systems as seen Figure-1 below. so it was derived that the structure of training program should be aligned with their projects. Action Step: The key objective was to fulfill the requirement of skilled supervisors at projects. Action Step: Development of a competency map through a detailed job and task analysis Development of the content for the training in the ratio of 80% skill / practical based and 20% class room based for lectures and review of previous practical sessions with assessment tools Design of at a the simulated training environment academy Training aids for the pedagogy were listed out Design of pre-training and post- 32 . Required RESULTS Plan & Develop Approaches ASSESS & REFINE Approaches & Deployment DEPLOY Approaches Figure-1: The RADAR model This is a tool developed by EFQM which encompasses the following aspects: Determine the Results it is aiming for as part of its strategy making process.
The projects were also advised to redesign the roles of the supervisors based on their strengths as assessed after the training program. competence indicates sufficiency of knowledge and skills that enable one to act in a wide variety of situations. the set of tasks or activities required to be performed under each job element and the corresponding knowledge. Action Step: Assessments were integral in the purpose of the new training model. Action Step: Handshake was established with the projects to identify the performance through enhancement opportunities competency development of supervisors. a rolespecific competency framework is determined with detailed activity specific knowledge and skills at three levels: Threshold (basic/ Silver) Differentiating (superior/Gold) Expert (Platinum) This is accomplished by developing a competency map by undertaking a detailed job analysis of the supervisor‘s role defining the broad job elements. The supervisors were to be motivated to undergo the training and also improve their post training performance by instituting a special increment of INR 500 per month. The following tools were used for the effective strategy: Competency Framework Competency refers to a cluster of abilities relating to excellence in a specific task / activity. For the implementation of RADAR systematic way to ensure total implementation. Assess and Refine the approaches followed based on monitoring and analysis of the results achieved and ongoing learning activities. They were also provided a full sponsorship to a Diploma in engineering program for their professional and career development.training assessment tools training to identify learning reinforcements and to enable the supervisors acquire the Deploy the approaches in a required competencies. during and after the 33 . skills and behaviors required to perform those tasks at the said three levels supervisory development program as they were conducted before.
Figure-2: A sample element section of the competency map Methodology: „Job Competence Assessment method‟ It was carried out by using behavioral event interviews and observations of outstanding and average performing works supervisors to determine the competencies that Results This training evaluation model is a proven tool to determine the effectiveness of training. differentiate them while performing various tasks / activities and critical incidents. a behavioral event interview was carried out with the concerned domain expert in order to validate the task specific defined competencies. Kirkpatrick Model Figure-3 Kirkpatrick‟s training evaluation model Training Evaluation Reaction Learning Transfer 34 .of expertise. Thereafter. Please refer Figure-2 below to view a cross-section of one job element in a competency map.
Evaluation at this level implies the extent to which the post training behavior 35 . Training need was identified with an assessment prior to the training program to so that each one should be trained specifically Every to their requirements. This approach enabled greater predictability in timely project delivery. project Feedback managers were taken to find out the change in the overall attitudes. The supervisors were also highly motivated to attain higher competencies and for being program was integrated with an assessment given & trainees were periodic performance feedback for effective learning.Evaluation at this level implies the extent to which participants change an environment for improved results owing to the training and the motivation of the participant from to the improve. Transfer Level. Learning Level.Evaluation at this level implies react how to the the training assessment was made at the respective project location where these & trainees feedbacks were were deployed participants taken from their supervisors to know the difference in program. The participants were provided infrastructure with & proper adequate performance. knowledge and skill as a result of attending the productivity at work. Results Level. learning supervisors to the Silver Level and 356 supervisors to the Gold Level and had enhanced its overall performance results by 40% as measured at all its project sites where the supervisors were successfully upskilled.of the participants has changed The four levels of training at the work place. SEW Infrastructure Limited had successfully developed all its 1267 program.Evaluation at this level implies the extent of facilities which is required to create learning. A post evaluation as in Figure-3 above signify as follows Reaction Level. ACHIEVEMENTS By adopting the afore detailed strategic model.
Kanji Predictive Evaluation. REFERENCES The handbook of competency mappingSeema Sanghi Figure-4: Supervisors undergoing a competency assessment at company‟s academy Quality Management.placed on a path for higher professional development.Tilo Pfeifer Measuring Business Excellence.Gopal K.Dave Basarab 36 .
is the critical resource. not machine power. As the companies are expanding it becomes a challenge for them to handle their most powerful weapon the knowledge. Working with knowledge is a known as Knowledge knowledge conversion. challenged. A company invests in Knowledge management to build a The motto of knowledge management is not to find a replacement for a person who may leave the organization but making that knowledge accessible to the one who will perform the same job in future. and the era of knowledge has arrived. The most important job for any company is to utilize the potential of their workforce. and increased constantly. knowledge protection knowledge capability that facilitates the knowledge preservation. --Peter Drucker 37 . Knowledge has to be improved. or it vanishes. But the future has already turned into the present." Economist Intelligence Unit Swapnil S Bhure. The primary thing is to not reinvent again and do the same mistakes which occurred in the past.Knowledge Management effective management and flow of For several decades the world's best-known forecasters of societal change have predicted the emergence of a new economy in which brainpower. NITIE Managers watch keenly for how they can align the employee‘s goal with the goal of their company. --"The Learning Organization. process that includes knowledge and information and knowledge in the firm. acquisition. A common workforce planning concern is to determine how to identify. codify and preserve key knowledge and the ―institutional memory‖ before all the people in whose heads the knowledge resides leave the organization.
So. rules. Behavior of employee plays an important role in making HR policies. Many a times it happens that in hierarchical Manager gives an idea no one disagrees with him even if his idea is not feasible. Many organizations practice brainstorming sessions in which the Senior Manager. the Project Manager and the employee takes part where all have the equal right to speak.Key Concepts Team skills Innovation Roots of Knowledge Management Knowledge Management People Information System Total Quality Management Intellectual Asserts There are some knowledge preservation tools used like mentoring programs. Organizational to disagree with someone. everybody follows his solutions. When Senior Project structure is comprised of organizational hierarchy. This situation lead to attrition and ultimately the most important assert of any organization. There is a gap in the ranks of participants. what is the result? Of course the results are painful. On the other hand the Manager thinks that he gave a very good idea and implements the concept. regulations and reporting relationships which are considered to be the means of coordination and control. There are many techniques that are practiced in organizations to face this problem. to question and to support someone. job shadowing. job rotation etc. But this doesn‘t happen that no one takes part in the session with free mind. and no one dare express his or her strong contradiction because they fear that it will be deleterious to their career. their organizational structure the knowledge of a person is underestimated and that creates frustration among the employee. Even if someone had excellent solution he or she would never speak up which creates frustration. 38 .
All these details will be stored in the server. In this way an online brainstorming session will be done and the best solution will be chosen. and support too without knowing whose view they have supported or disagreed. Project manager and the employee (basically the group may be of the person having different ranking in the organization). Each one in the group should be willing to reveal the real name. The participants need not to be seating together. This is a very serious issue. now it depends on all the participants if they want to reveal their names or not. Now they 39 . Even if one person is not willing to reveal his or her real name then the person have the right to not to give the password to the system and at the end no real names will be revealed. To reveal the names the computer system will ask for the password from all the participants and will display the real names only when all submit their password to the system. About the Model Concept – Brainstorming Based on – Information Technology Participants brainstorming – All group the members will be of the join a same chat room where every comment written will be displayed with the nickname of the writer. Everyone will have a nickname (not known to everyone and unique) which must not be their real name or surname and a password. as this is directly affecting the growth of the company. Explanation – In this model every person is having a laptop or PC and is connected to the local intranet. After the process is over. computers and the software will also be the participants. The system will display participants. what is the rank of the writer? Everyone will just know the nickname and his views. Assumption – It is expected that every participant has a basic knowledge of computer and chatting. Everyone is free to say whatever in their mind and no one knows. Apart from this the server. Many companies are facing this problem. disagree with someone.employee and the knowledge is lost. It may have Senior Manager. According to my view we can overcome this problem with a model based on Information Technology. In this way everyone express their views. The boss may be seating in his cabin and the others may be somewhere else.
each participant selects a nickname as shown in fig 1 and a password. It may happen that all the participants not submit their password and wait for the results of Example the solution suggested. Omkar. Mahesh. Sunny In this example the above mentioned people are taking part in brainstorming. In this way at the end whenever the names are revealed we get the person and whose can be idea praised was or implemented rewarded. Pratik. Now this is like a chat 40 .the real names and the corresponding nickname only when all the players provide their password to the system. Participants – Aditya.
Orange.No this will not work our break-even point will shift drastically. the views of every person will be displayed on everyone computer screen with his nickname. Red are ready to publish their names and Green not then the real names will not be displayed. Conclusion This paper provided a high level overview of a new generation brainstorming based on two categories the methodology and the information technology which eliminates shortcomings of Many conventional companies the are showing real names and Here White gave one solution to increase the sales who is a Senior Manager but Green who is an employee doesn‘t feel it to be a good idea and opposed him and also put his view on the problem. I think we should invest in advertisements. I thing Green is right. Processing a data can be performed by a non-living machine. It will be likeWhite. At the end of the brainstorming you get the free views of everyone and now the disclosure of all the participants will depends on every participant. then provide your brainstorming.Yes.html 2. Knowledge Management is clearly the crown jewels of a firm. http://www. References 1.com/companies/companies_w/w ipro/20021119_km_reality. Blue.apqc. http://www. Whenever Green feels that it is the right time to disclose his real name he will put in the password in the 41 . It is an ocean of great opportunities where a lot of research is needed to be done.I think we should reduce the cost of our product by $1 to increase the sales Green. Orange. system and a message will be sent to all the participants nicknames. The system will ask each participant whether you want to disclose your name or not.org/SIG/sigkm/i ndex.domainb. Orange also supported Green without knowing that he is opposing Senior Manager. Now if White.org password to the system.room.asis. If you want to disclose names. but the knowledge and information can only be processed by human mind.html 3. http://www. heading towards Knowledge management and some are leading like Wipro Technologies who received Information Today‘s KMWorld-KM Reality Award in the year 2002.
This is a very old organization which started in the late 60s. 22. The hotel has employee strength of more than 2000. The recruitment process is really very fine and according to the study done. IMT Nagpur ABC Hotel (name disguised) is a 5-star hotel located in New Delhi which deals in corporate hospitality. Though. There are four rounds of interviews and the managers who are recruiting want to ensure that the people whom they are recruiting fit in well with NityaWadhwa. it is estimated that recruitment costs per candidate is approximately Rs. The 42 . The recruitment and selection process is very comprehensive and stringent in this organization. the hotel is in profits. This has been the preferred residence of visiting heads of state and global business leaders for over 25 the job which is being offered.BRAINSTORMING WITH CASE STUDIES Case Study: ABC Hotel (Based on Internship Program) Talent Management – Challenge Manager for an A HR years.000/-Once selected. This extraordinary hotel combines an historic aura with contemporary facilities to create an unrivalled luxury hotel experience. the training regime is quite rigorous. and employees are treated well. yet it was found that the turnover rates are quite high.
yet they are not satisfied. They feel that they are underpaid and there should be some pay parity in the absenteeism in some cases. Another problem faced by this company is their unwillingness to change. Though they are loyal to the organization. Despite all this. This has resulted in employees are not satisfied with their jobs. Medical Reimbursements etc. they will be paid highly irrespective of the experience that they may possess. there is demand for more and more hotels to provide accommodation to people 43 . their salaries should be higher than the new recruits. But the management is of the view that they are paid as per their job description and their skills and in no way their compensation is inadequate by any standards. Provident Fund. Their contention is that.study also suggests that the productivity is positive for the employees in 99% cases. However. The basic reason for discontent among the employees was compensation management. With the Commonwealth organization. Another challenge being faced by the hotel is high attrition amongst the younger employees. at present. this was a matter of concern but only for those employees who have been associated with the organization for more than 20 years. they should be paid equal to what the new recruits are being paid. is in its maturity phase. Trade Unions in this hotel have entered into agreements with the management. have been serving the organization for so many years now. This has resulted in a lower sense of belongingness amongst the old employees. Pension. However. In ABC Limited. some of the problems found are explained in the following paragraphs. Employees are part of various engagement activities. This hotel. They are given various benefits like Medical Insurance. Since the back end employees of this hotel are old and have been working for so many years now. Upon analysing the problem. According to the survey results with the sample size of 73 employees it was observed that employees' Safety and Security needs are fulfilled but somewhere 30% employees are dissatisfied with their post retirement security and wellbeing and with the welfare schemes for their family. the employees are of the view that since they Games slated to be organized in Delhi in 2010. the fact is if the new recruit is highly qualified. They don‘t want to alter their mind set. and therefore work for the welfare and benefits of the employees. they are unwilling to change and learn new things.
Many hotels are going for capacity up gradation and hence. If there ATTRITION PATTERN ATTRITION RATE 1 2 3 4 5 6 7 are some issues with regards to salary. ill-health. As a result of that. management must take the initiative of sorting this out as soon as possible. several other personal problems like marriage. family matters.who would be visiting Delhi. problem in working hours etc have also been identified for high attrition. Reverse mentoring for the old employees can also be tried. who get easily enticed by good salaries and better career and are unwilling to change. a sort of training program must be launched for the old employees who have rigid mindsets any limit for growth opportunities in a company in particular for those employees who are new to the company and want to grow in their 44 . compensation is concerned. many young employees belonging to the age-group of 20-30. Compensation and other benefits offered must be in sync with the person‘s skills and talent. Good performers Fig. are leaving the ABC Hotel. There should not be RECOMMENDATIONS / SOLUTIONS Firstly. then either they should be given the option of voluntary retirement. If still they are not ready to change. This training program must make them understand the reasons for change. Apart from these reasons.1: Attrition pattern for each month in the year 2009-2010 must be rewarded and promoted as and when a suitable opportunity for the same arises. The hotel must give them the necessary training so as to equip them with skills that may be required to deal with challenges. There should be fairness as far as opportunities which are being offered by these hotels. Salary compression can also be introduced in order to distinguish the new employees with existing ones. require more staff particularly those people who have some experience in this hospitality industry.
Today A company that is able to successfully manage its talent would not only earn profits but would also be able to create value for its customers. Conclusion Talent Management is a serious issue being faced by a majority of the companies. 45 . We must remember that employees are the real strength of any particular company and the need for talent management is even more today considering the plethora of options that employees have today. This will check employee turnover to a large extent. recommend to the organization.career. Personal Counselling can also be tried by various companies to deal with personal issues of employees These were some of the suggestions that the researcher could it must be ensured that companies must be able to manage the talent in their companies for otherwise they would surely get beaten in this highly competitive market.
FACULTY SPEAKS In Conversation with Fr. Joseph: In my opinion no one should take up anything unless he is convinced of doing what he has to do. he or she might experience stress for no reason at all. it must be his or her passion to work with and for people in the organization. The following his insights on the field of HR: XIMAHR: Why should one take up a career as a HR professional? What are the challenges he/she would force in the due course of time? Fr. George Joseph Sauvik Sarkhel and Tanupriya Negi. the contribution of HR person to the organization is not measurable quantitatively. Unless the HR person is convinced of his contribution. teaches organizational behavior and Business Ethics to PGDM-1 students of XIMB.J. Most of the time. His cheerful persona and novel way of teaching make him quite popular among the student fraternity. If one takes up HR. He has wide experience and expertise in the field of transformational leadership and human behavior. XIMAHR: How important is for the aspiring HR managers to have knowledge about human psychology/ behavior? 46 . S. Business Ethics and Individual Behaviors in Organization. colleagues from other department have a tendency to undermine the importance of HR functions. His teaching interests include Transformational Leadership. on the topic ―Transformational Leadership and its relationship with Organizational Justice and Organizational Citizenship Behavior‖. XIMB Father George Joseph. having done his PhD.
ethics becomes the most reliable strategy for survival. XIMAHR: How important do you think is the concept of ethical business in today's profit oriented world? Fr. History has proved time and again that business without ethics will harm everyone 47 . The business world has enough examples that organizations can be with both strong ethical and organizational goal. then no one can help him. XIMAHR: How should a HR Professional go about choosing between morals and business requirements? Fr. It is essential for him to understand the fundamental aspects of human behavior. XIMAHR: Do you think that the current HR Professionals are working in Sync with the established business ethics? History repeats itself.Fr. XIMAHR: How should a HR professional approach team conflicts within the current organization? Fr. Joseph: Most of the time conflicts are not due to technology or some strategic approach to new vision or a goal. second as farce. it must emerge from one‘s self and one‘s convictions. He is like time-bomb. and refuses to the reality. Joseph: Karl Marx pointed out that financially strong. This alone can guide him in his decision making process. Joseph: HR managers are like nerve system that connects all departments and different functions to reach the and eventually leads to bigger crisis. Especially positive psychology has a lot to offer for the HR managers to create conducive values successful atmosphere within the organization. Joseph: If your approach to life is that in the long term everyone will die and what matters for you are only short term. ego-trip and lack of openness. can create death and destruction not only for himself but to all near and dear to him. Present day conflicts are due to prejudice. in touch with his core self and core believes and values. In the long term. And ethics is not a play act. If a person cannot see beyond his nose. otherwise the best in a person cannot be brought out. One has to be. And no one can put ethical principles in to your mind using brain surgery. then invariably values and morals will not make any sense to you. first as tragedy. If HR manager can point out these human frailties and tackles them tactfully then conflicts will be seen literally as opportunities.
Joseph: So far my handling of OB and Leadership existentialist sessions were based on henceforth. Some liked my teachings. teachers. how irrational one is in choosing clothes to girlfriends. As such. I maintain that a happy person will be necessarily ethical and a miserable person cannot afford to be ethical. observe and manipulate these factors to improve the conditions in the workplace. you have to be quite adept in judging the personality of the person in front of you in order to deal effectively with him. It is for each individual to examine his or her life in the light of ethical principles. it is not an easy job and one has to be constantly evolving in order to deal with these changes. one can‘t delude oneself knowing what human nature is. So 48 . I genuinely agree with Immanuel Kant that reality ‗as it is‘ is beyond the realm of reason. XIMAHR: Would you like to shed some light on the kind of work you have done in your field? Fr. some disliked them and most gave a damn about it. conclusions were pretty grim and dark. we can measure. friends and so called role models. As we enter into an age of increasing uncertainties we realize that these are actually quantifiable i. Also. Joseph: Keep doing what your heart suggests you to do and don‘t worry about approach. Keep in mind that happiness has nothing to do with pleasure and thrills. Mental models are basically how we have been brain washed but parents. ―Why negatives when positives are real possibility‖!!! XIMAHR: How do you think the role of an HR manager has changed over the past 10 years? Fr. I especially enjoyed proving how stupid we are. But as the companies enter the new era. Joseph: I do not think that I have any right to pass judgment on the present HR Professionals with regard to ethics. optimism and inspiration. there has been a shift to focusing on the positive aspects like motivation. What we deal with is never the reality but only with our mental models.e. XIMAHR: Your message to our readers? Fr. and how meaningless this so called life is. Understanding human nature as it is. Joseph: Earlier the focus of HR was on controlling the negatives in the workplace. In my opinion happiness index is a better measurement of ethical behavior of a person. my approach is going to be how to brain wash oneself and others in the positive directions. It is the amalgamation of different personalities that constitute a workplace and a HR manager has to keep this fact in mind in order to keep everyone happy.Fr.
wise people follow their own path. listen to your heart and make the world dance to your tunes. 49 .what the world says. ―It is fools only who run after accolades.‖ So go ahead.
Abstract: The Taj Group. Many policies 50 . TPP not only enabled the Hitesh Agarwal.addressing the issues like talent IN AND AROUND THE INDUSTRY The TAJ'S People Philosophy and STAR System management. of Vivek for supervision ICFAI Centre Management Research. Mohan is a case provided that many enabled strategic them to advantages improve their business standards. XIMB group to increase employee satisfaction and retention level. Every employee of the Taj Group would be an important member in the Taj family. in order to show its commitment and belief in its TPP and STARS System The Taj Group followed a charter called Taj Charter. perf ormance assessment and appraisal. but also Citation: ―THE TAJ'S PEOPLE PHILOSOPHY AND STAR by the SYSTEM ‖ P. The STARS program was the one that got the group the Hermes Award for the most innovative HR policy. as given below. It was their first step they took to shift HR more from a functional role to make it a critical business partner. Chandran. written under Gupta. employee reward and recognition. were developed and introduced as a part of TPP with the ultimate aim of employee satisfaction and retention. employees developed the Taj People Philosophy (TPP).
developed and The ―The belief Taj Taj in Group People believed training feedback assessment. development. Talent management was at the core of TPP as they believed it was of utmost importance to retain enable them to go beyond the usual level of responsibilities the STARS it introduced ( Special competitive advantage. to show its commitment employees. as a part strong of TPP they introduced Performance hospitality sector.- The strive Taj to family woul d always and the Taj People Philosophy It was a complete program which covered all the aspect of an attract. Management System called Balanced scorecard system (BSS). performance appraisal and reward management. It reflects that Taj strived to keep its employee satisfaction level high. which would foster hence was also cal led ―The Womb to Tomb various induction. itself to formal communication channels. I t believed in the philosophy that ―A happy employee leads to a happy customer. STARS won the Hermes Award for most innovative HR policy in Also. Moreover. It included Employee satisfaction and tracking 51 . systems learning development. The TPP was based on the lines of ―Tata Business Excellence Model‖ and followed the Taj Charter. in 2000. to motivate the employees and included processes. in 2002. Also. The three major work areas of TPP and and Philosophy‖ ( TPP). transparency. performance Approach‖. Thanks and Recognition System) in 2001. They that employees were the greatest asset to and the very reason f or the survival of their business. best retain talent in reward industry The Taj the employee career f rom joining the family would commit group until his/her retirement. and employee welfare.‖ Thus. as a part of TP P. aspects It of covered HR the like and system.
and Based conviction on over were the the among points defined in accumulated period. Points were granted on basis of parameters like integrity. they catego rized different level. forums and various suggestion employees excelled in their w ork. It offered no cash incentive. and schemes. STARS recognition Level 1: Silver Grade 120 points in 3 months Level 2: Gold Grade 130 points in 3 STARS System It was a unique employee loyalty and recognition program. Moreover. and eventually to 100% with the help of ESTS. motivating employees exceed their usual lev els of commitment. An employee could also get default points couldn 't if the give review any committee 52 . (CEO‘s Club) Level 5: 760 point s or more. It aimed at raising the employee satisfaction level from 75% to more than 90% and respect environmental teamwork. those recognize and who The point needed for the STARS could be earned by appreciation by customers. Employees attained through for the points acts they of accumulated their kindness or hospitality.system (ESTS). awareness. but provided an organization star wide recognition thus aiming to to at months Level 3: Platinum Grade 250 points in 6 months Level 4: 510 < 760 points. kindness. to weed out under performers implemented feedback. Taj also recognized and rewarded its best employees across all levels of the organization by int roducing the STARS system. courage others. trustworthiness. It aimed reward to identify. for customers. ( MD‘s club) various levels of perf ormers. at each the level 360 they degree excellence in work. new initiatives. honesty. compliment a colleague.
they would also get gift hampers. cash vouchers or a vacation in Taj hotel of their choice in India. Repeated f ootfalls of customers were noticed after Benefits brought by STARS: After implementation of STARS customer satisfacti on levels implementation of STARS. it also got offers to set up hotels in France increased significantly. This Group employees and accepted by the organization The recognition of Taj employees directly linked as lead to to customer ―Happy Happy ensured prompt response from the reviewing department. facilitated at The the satisfaction Employees customer‖ winners were annual function held by Taj. which would be pinned on their coat as recognition. According to the point the employee could get a star. This Service standar ds at all Taj hotels improved significantly because the employee felt th at their good work was being acknowledged ceremony significantly boosted their morale. and appreciated. the innovative Conclusi on Due to its ability to provide better opportunities and give greater recognition to its employees.feedback to the suggestions of the employee within two days. Large number of Taj employees started working together in a true spirit of teams. Following the award. Taj Group won the Hermes award in 2002 for best i nnovation in HR. Many employees were motivated to do that extra bit and go that extra mile. program motivated its employee to 53 . the Taj Group gained The many TPP and st rategic STARS suggestions were made by Taj advantages. and in the hospitality industry. out of the way to dazzle the customer satisfaction. After the ‗STA R‘ initiative was launched.
work to the best of their abilities and even transcend their usual
further enabled them to raise their employee satisfaction level from
standards. Moreover, the Employee Retention Group Rate ( ERR) of the in Taj the
75% to above 90%.
hospitality industry b ecause of its employee-oriented initiatives.
Through TPP and STARS, the Taj Group have successfully set high standards of HR policies in
Through their STARS policy they successf ully satisfied the
hospitality sector. H owever, they do face a challenge from other service sectors like banking, their as many
Recognition need of an employee. Even without offering any cash
benefits, they were able to boost the morale of the employees at all the levels of the h ierarchy. Moreover, the BSS introduced at all level and
showed tendency to get into non hospitality sector. So, they now need to review their H R policies, and come up with strategies that will set them apart in not only hospitality sector but also in overall services sector.
assessment. BSS coupled with ESTS
Leadership in the Changing World
Satyajit Bagchi, FMS Delhi Leadership as I comprehend This is a turbulent time for the HR managers. With increasing number of legal cases involving mostly employees revolving and the
employments bonds, HR managers have a strategic role to play. From acquiring the right talent and designing perfect
employment agreements to helping the employees sustain or have a peaceful exit, HR managers have quite a lot on their plates. For an organization or as a matter of fact any group needs to have a visionary who can guide the team in the best possible manner. In the present times the virtue of good leadership is well acknowledged. Leadership for me means the ability to make the choices that matter the most. Often in our lives we have to choose between what is right and what is easy. Sometimes failures encumber the minds of the bravest souls, but a true leader always finds hope even in the darkest of the times. Leaders often have to trudge along a path often less taken. And it takes a lot of courage and resolve to stand up against the tide. There have been many debates in the past on whether leaders are born or whether they can be nurtured. Time and again it has been witnessed that the greatest leaders were the ones upon whom
him but for everyone: a dream to make the world a better place to live in. The history is adorned with exemplary leaders like Mahatma Gandhi or Martin Luther King who have single headedly made significant and unexpected changes to this world. They invoked in the masses a zeal for individual struggle and generated immense passion among millions through their vision and dreams. They used their leadership abilities and degree of influence to conquer hostile situations and continued their work for the cause of the masses. The World is changing, rapidly The world is changing at a fast pace. The urban lifestyle, the rural livelihood and practices, workplace dynamics as well as the personal spaces have all undergone radical changes over the past few years, decades maybe. Managing organizations or governing a nation has undergone a transformation. In a developing nation the lives of the people are affected by a degree of insecurity (in form of job security or even life security), food issues and corruption. Even the developed nations are fraught with problems like terrorism, global
leadership was thrust upon them and who to everyone‘s surprise turned out to be exemplary forerunners. It is that extra mile that one has to traverse that separates a leader from the rest. A pioneer envisages a vision not only for himself but for the greater mankind, he dreams not only for
warming and economic instability. Often an ordinary citizen can be heard wishing for a governance to lead us out of the mess.
connecting with people is definitely much easier than in the times of President Lincoln or Mahatma Gandhi. There has been an ever growing interdependence amongst the countries and people are emphasizing on the need of ethical values and practices more than ever. The money-making process has now between the personal life and professional life are blurring. We have conquered the Moon and sustaining life beyond our Mother Earth is not a scientific fiction anymore. The Asian. The gap subordinates. Effective leadership is needed to choose the best way ahead by taking stock of the status quo. networking. A century back Nobel Prize Winner Rabindranath Tagore probably had this on his mind when he scribed ―Jirno sthobir jak huche jak‖ (Wake from the slumber and challenge the stalemate) Leadership in workplace: The old school Earlier leaders in organizations only transformed into the development of the whole and collective improvement. Individualism heightened to a level where you did not even know your next door neighbour‘s name. delegating work and assigning responsibilities to their telecommunication. They were chiefs at the top of the hierarchy pyramid involved in taking developments and innovative ideas. Innovative thinking hardly appreciated. Organizations: big and small are increasingly participating in CSR activities. However in the recent times people have realized the virtues of giving back to the society. of working for a cause more than one‘s personal gains.Maybe a form of leadership: to show us the light. despite all the problems the world is now a more convenient place to live in. Information is easier to access. followed by a dominant spell of capitalism. Serving the society is not an NGO‘s job anymore. Adam Smith‘s Free Society is a practicality now. Social and political events have more profound an effect on us nowadays. With the rapid development satellite of independent decisions. Work pattern was structured and offered limited defined growth was opportunities. However. the world can be truly termed as a global village. Any action by an individual or an organization or on a larger frame a nation now has far reaching consequences. African and Latin economies are growing rapidly and are becoming the incubation zones for technological commanded. information repositories on the internet or the social networking sites. The changing dynamics First there was an era of sharing and giving. Protocols were meant to 57 .
Doing employees are given their due credit. Nouveau Leadership Style: Rethinking Leadership The traditional method created an or hurting the interests of the stakeholders. The work place was. An individual was expected to stick to his own role only. The functioning of an individual was constricted to a pre-determined set of orders and the impact of the individual‘s role on the whole organization was never the focus.) is still the most individual as a subdued follower. The head of an organization (policy makers. However. management. The baptism of fire tests a person‘s abilities to its maximum threshold. it needs to be ensured that there are no confusions created where everyone is 58 .be never breached. And these organizations are doing so without hampering its profit levels organizational goals. Such transformations in these organizations have occurred because of the leader‘s propensity to support his employees in the collective decision making to realize the business ethically is not unheard of in such organizations. See no evil. Narayana Murthy of Infosys who have brought to the work table never-before-appreciated virtues. 360 degree appraisals in companies are inplace. but the opinions of the lower and middle management are also taken into opinion and due diligence is put while making important decisions. Entrepreneurial ventures are steadily gaining dominance and we have seen amazing visionaries transform the way organizations do business nowadays. Taking of unnecessary pressure from the employees enhance their marginal productivity. Why are these businesses an exception? Is it because the organization got lucky of having the service of an exceptional workforce? Or it is because of the way the leaders of these organizations have led the company forward? Or is it the way they wanted their vision realized? (Is Google‘s ―Do no evil‖: an addendum to Gandhi‘s ―Speak no evil. Work was like a well-oiled machine always moving in one pattern churning out steady but assembly-line output. Hear no evil?) In progressive workplaces employees are given more free reign. well. But leadership must develop via a series of mature. We have the Tatas or Mr. The essential ―emotional connect‖ with the organizations was limited. In the employee-friendly organizations good ideas are praised and the relevant decisions over a long duration through a series of events. conscious (also subconscious) important decision maker. etc. just a work place.
Each member can be delegated with their own responsibilities and in turn each member in a team can don the cap of the leader. the job can be divided among individuals. Collaborative leadership shall promote ethical practices and create harmonious groups and congenial workplace environment. A king alone can‘t win a battle. Collaborate to excel is a byword now. there has to be a leader. These individual values need to be respected and this in turn should only end up enriching the organization. The learning process has ceased to be a localized one and instead consists of diverse aspects. Tagore had written ―Amra sobai raja amader ei rajar rajotte‖ emphasizing on the right to voice one‘s opinion. Everything is interlinked now and when a single entity when goes wrong the whole system crashes and creates trouble for everyone. A leader needs to communicate to the new employees the vision of the company. The times are tough and we are fraught with newer and complicated challenges. The role of the new leadership style is to prepare us for the future. It‘s not just about setting goals and responsibilities. For any job. That individual gets to discuss. But instead of that sole individual taking all the calls or all the responsibilities. it is about articulating the views and imprinting them into the minds of your employees. share and implement his thoughts. the chances of corruption are reduced. A leader can initiate a project. It shall provide newer avenues over the working-life period of an individual for experimenting with leadership actions and activities so as to enhance the formation of leadership abilities. but any success story is a culmination of the efforts of the whole team. It is the time to join hands and start making the difference. so to speak. There is a need for the focus to shift from the ―power over others‖ to the ―power amongst all‖. Different people with their different backgrounds and viewpoints bring different characteristics to the organization. So if each member can in whatever small way become a leader they would be able to put in more 59 .a decision maker or a leading player that is the defining force in itself. and rise up to the occasion when the situation demands and guide his team forward. If the responsibilities are divided amongst all. even the pawn has a role to play and as per the situation needs to take up the mantle. It is about giving a direction from whereon the employees shall have the platform to choose their own methods.
Is there a need monotonous. It is high time that we decided tomorrow.effort (and heart) in their work and optimally utilize their abilities and talents. mental well-being are all finding prominence. for a leader to show us a way? Or should everyone be given the freedom to decide collectively for our future? There are no easy answers. Should we step aside on issues like global warming and instead focus on reaping economic profits? Should an offender responsible for a Satyam scam or creating a recession in the economy and thus affecting lives of millions let go unquestioned? Or should a man be allowed to die because of inadequate food or warm clothes? But more importantly for how long can we keep mum? We need to choose between what is right over the broader perspective and what is the more convenient in the shorter run. There has been an unprecedented growth of opportunities over the past century along with its own share of chaos. There is now a greater scope for growth in this globalized world. It is a time to make the proper decisions to ensure a brighter future. We are at a dawn where we can decide how to govern ourselves. At Crossroads Some of us have the privilege of leading a more comfortable life than our forefathers could have ever dreamt of. Bibliography: Wikipedia With information from on how to lead ourselves Sensitive issues like holistic development of 60 . Then their tasks will no longer be the society. Hard questions need to be raised. Our wrong choices may bring our severe repercussions on our future generations.
seeking that final little push that says: Go on. albeit for a little while. this trickle of self-doubt may swell into a flood of uncertainty. On some conscious level we wish we didn‘t care so much about acceptance. assessing and being assessed. Between victories and failures. it is just that – okay. Will I get along with others? Will I be met with kindness and warmth? Will I be accepted? Will I fit in? Some of us may have paused. If these are the people we want to surround ourselves with. shape or complexion.Will I Fit In? Sarmistha Padhi. attempting to apply what little information we can gleam to determine if this organization is the place we belong. Walking reluctantly away. eyebrows raised in concern and hesitation. years pass and we may still hear that quiet voice whispering its questions from a place we try doorstep of our careers. And to stand out in some unique or distinguishing way we rebel against the so-called norm because it feels good – hell. it feels great! – And it works. XIMB For many it begins the moment Mom or Dad first releases our hands. If this is the best use of our 61 . It‟s going to be okay. Eventually we find ourselves at the unfamiliar surroundings pre-school. about fitting in. And for most of us. eyes shining as we step into the strange of and often not to visit. But the paradox is always present… we want to be treated the same yet we often yearn to be different. Our hope is that individuality is rewarded and others see us for who we really are and not as some cookie cutter projection of a certain sex. looking back over toward an equally reluctant parent.
And we do it because everyone does it. our skills. you forget the difference between the two ―you‖ that this other you even existed. The one that earns the paycheck that provides food. creativity and individuality is snuffed out by the desperately want to fit in and meet all their spoken and unspoken expectations.education. It‘s only later that we might realize that fitting in may be more than we had bargained for. we your personal life. And if we want to earn the trust and confidence of those in power. So you suppress the real you. a double life is a real and pragmatic approach. and vacations and a million other ways of incentivizing conformity. passions and possibilities. And then the tradeoffs and rationalizations begin. But outside the office you‘re the genuine article. the one who has untapped talents. tethering you always – a single beep or buzz of his device immediately makes us return to the trance like state of work.Only a handful of organizations apart from ruling with the handbook which tells us that what‘s expected is to be applauded also believe in and support an individual who wants to bring in sustainable change. Employers are creeping more and more into machinery of the organizations which we tirelessly serve. So what choices do you have as you balance earning a living against your desire to be you – the real you – in a work environment that both rewards and expects unquestioning conformity? For many. push it down somewhere deep and tell it to stop bothering you with its ridiculous hopes and dreams. But a double life can be exhausting. our energy and our time. the ―work you‖ showing up when you‘re expected to show up. childish and self-destructive. and not doing it is irresponsible. and childcare. the one who wishes there was some way of earning a paycheck for what truly sustains you. 62 . expressing the right emotions for each situation you face. The bright light of ideation. Most organization‘s are successful in doing this . So we are told. And one day.
XIMB It is the dream of every employer to create a workplace where employees feel happy about showing up in the morning. where creativity abounds and teamwork thrives and the employees want to stay back voluntarily even after their normal working hours. It must be stressed upon the employees that they are bringing joy to others through the work they do. positive employee morale and high employee motivation? Can such a workplace be replicated? Yes. The employer should focus on making the engagement. singing. They‘re Santa’s elves have a purpose bigger than themselves. Why Elves Are Happy at Work At Santa's workshop people focus on creating a work culture that is elf-friendly. dancing)? Who said work can‘t be fun? Doing work that impacts millions in a positive way is what every employee dreams of. You just have to create a workplace that is elf-friendly.How to make your Workplace Employee-Friendly? (ELF Story) Sauvik Sarkhel. How do elves know what their customers want? They ask them. fun. it can. employees aware of the importance of their job and its impact on lives of their customers. and engaging. Elves have a customer intelligence gathering system that is admired and envied world-wide. What is the secret behind such a workplace? What is the reason that such workplaces always resonate with excitement. What‘s not to like listening to their customers and 63 . Here's what they do to make elves happy at work. about providing all of the little boys and girls in the world with exactly what they want for a Merry Christmas and having a lot of fun your selves in the process (sleigh rides.
Since there are definitely more good girls and boys than bad. Elves have lots of customer orders . This vision is a higher calling that chills and thrills and keeps elves moving on the most cold and blizzardy winter day. and intelligence gathering by reading letters to Santa and have a hundred other ways to stay close with their customers. supportive. No bad energy looms in such places. It makes the customer feel as if they are an integral and part of the the Elves have both a known mission and a vision. organization whose sole objective is to produce products that their customers need. Feelings of job security allow the energy of the employees to be invested in building. happy work environment. 64 .keeping track of exactly what they want. customer facing producing a helpful. Elves feel totally needed and secure in their employment. too: to bring joy to all of the girls and boys – joy that stretches all year round. Elves know that they must meet the goal of presents delivered on Christmas. want. They have delighted customers who become word of mouth evangelists for them. Job security is a desirable condition to create happy employees. and revel in. So. Santa's Workshop and its elves are an integrated. sharing. for all of the good girls and boys. Yet elves are driven by their overall vision. elves have a clear mission that guides their daily work: a mission based on customer feedback so integrated that it unconsciously shapes the mission. Employers should take care that their employee‘s personal goals are aligned to the organization‘s mission and vision. creating. A clear plan of action organization boosts employee‘s morale when they get to know how happy the customer is with the work they are doing. They must do whatever it takes to make that delivery happen. They supplement their elves know that they will never run out of work.more than they can fill. Organizations have got to stay constantly updated about customer expectations by having a strong intelligence gathering system.
to bring out the toys for children. Boys and girls play with toys and cherish memories of holidays with family and friends all year. And. they know what they‘re doing. There should be ample opportunities provided to the employees organization. fair. Santa‘s the merry workshop laughter in an envelopes Elves receive perks that make them feel cherished and needed. They know that they make a difference in millions of lives. Not just during the holiday season. for growth The in the organization should foster teamwork and cooperation. Elves know that they affect the lives of boys and girls worldwide. not stoking particularly a special reindeer with a bright red. That's why they are eager to go to work every day. Santa knows that the best way to lead elves is with gentle encouragement. the impact of their gifts is felt all year long.should be laid out for fulfilling them. The guy who manages the elves (the boss) is accessible. Claus is famous for her cookies that she shares with joy in the workshop. pictures from the Christmas camera bring back moments that they might otherwise have forgotten. Elves are clear about the impact of their work. under Santa's leadership. and fun. All of the elves work together. There is no competition to hog the limelight. participative. Hanging out with reindeers. Elves are smart. environment of joy. in order to ensure a the boss‘s ego nor feeding his need to control. Happy employees know about the impact of their work on the lives of customers and co-workers. Every elf idea is seriously considered because the goal is happy children. glowing nose. Mrs. They don‘t need micromanaging or to be told how to do their work. The boss should proper give his/her to harmonious relationship. employees freedom express their views and to exercise their creativity. is another opportunity not shared by many 65 . easy-totalk-with. He doesn‘t play favorites because every elf matters to get the work done.
so elves can increase their skills and value. actions form the message elves believe in. opportunity to do different tasks each day. Combating the boredom so often found in repetitive work is easy when employees have the emulated in an organization in order to ensure a thriving and healthy work environment. Trust and respect permeate the work environment where elves spend their day. self-belief and value. When employees are learning and keeping their skills up-to-theminute. the of Elves In feel intrinsically Workshop. they cross train on the job every day. work changed responsibilities. The employees should be suitably remunerated and perks should be provided to them on a regular basis in order to ensure they are dedicated to their work and continue giving their best. Santa's actions speak so loudly that he rarely needs to say anything about what he believes. Not only do elves learn about all of the new technology that affects new toys in the off-season. getting knowhow of the technology that powers the development of new products. bring a smile to every child‘s (and elf's) face. But. Staying up-to-date on innovations in their field of work. respect. coworkers broadcasts a message of trust. the future of the supplied by Santa. interaction Santa's and and behavior the boss child. Not spoken about very often. its employees and Elves have the opportunity to continue to develop their skills and abilities. 66 . and lateral moves are common. It is important that the same trust and understanding between employees and their bosses the is Promotions are not often available in Santa's Workshop where a flat hierarchy training. valued. and gaining information about the linkages between the different products should be the focus.employees. rules the day. They can make a whole product or cooperate produce a with gift other for elves a to their stakeholders is secure for generations to come. organization. The elf costumes.
inc. these are not the only factors that make employees happy at work..com › Leadership and Managing › Human Resources www. and help is them why feel such This workplaces are always vibrating with energy. However.ht ml www. This is why elves are almost always smiling. Elves receive lots of positive These above points try to capture some of the principles organizations should follow to ensure a healthy and competitive feedback and recognition.employeremployee.com/happymotivated. In a work environment in which every employee is happy. “A happy employee is the one who is most satisfied and willing to give his/her best” 67 . Thus./qt/hap py-employees.com/od/. in a work environment that provides lots. they receive positive feedback from Santa every day. they have no need to compete for positive attention. these are just the basics. References: humanresources. there is more positive feedback available to share.htm recognized.com/releases/2009/02/ 090203142512.htm www. and the recipient of positive feedback.. we would‘ve gone a long way toward creating an employee-friendly culture.sciencedaily.about. But it can be said without doubt that if all of these factors are implemented every day in our workplaces. Not only do elves receive droves of thank you letters from happy children everywhere. workplace and achieve success with their employees. Happy employees recognize their coworkers appreciated.
" Dilbert at his Best 68 ." "Well. "but when it gets to be a habit." the worker answered.FUN AT HR DESK A worker who was being paid by the week approached his employer and held up his last paycheck. "But last week I overpaid you two hundred dollars. "This is two hundred dollars less than we agreed on. and you never complained." he said. "I know. I don't mind an occasional mistake." the employer said. I feel I have to call it to your attention.