Create knowledge
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(rate this)
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Lack of long term vision for growth and profitability
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employees are as numbers
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harikumar
| Added idea
"keeping a cordial relation will ease this situation"
| 1 year ago
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see there are somany reason for this distrust. this is because of lackness of sincere approach of the employees as well as sincere consideration of employers. there are ego problems are also other reason to this.
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kshantaram
| Added idea
| 1 year ago
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business logic allows investment only if a clear ROI is visible and measurable and hence the rat race for HRIS and ROI metrics. business or marriage or birthday gifts too are given in reciprocation in an equal manner not able to be able to give more or...
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Anand Balasubramanian
| Supported idea
"Lack of long term vision for growth and profitability"
| 1 year ago
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I think they mostly think like this. They will allow the experieced to go away due to gorwth and pay package and hire an unknown resource for more pay package. I really don't understand this idea.
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Ideate: "Why organizations are not giving that importance to employees these days?" deleted from your view.
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(rate this)
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When people are involved in the change
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When people adopt the Change and Kow the pros & cons of change
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Dr.G.S.Rama Rao
| Supported idea
"When people are involved in the change"
| 1 year ago
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I agree with you Ms.Sawant.Involvement at all levels is vital.
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kshantaram
| Added idea
| 1 year ago
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change cannot happen if the leadership sanctions change but distances from it at the stage of conceptualisation or implementation - mere beurocratic sanction is not enough. the leader must live and demonstrate the change with an eye on the change in...
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RAMESH KANDADAI
| Supported idea
"When people are involved in the change"
| 1 year ago
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Change is most effective ONLY when people are involved. The "involvement" provides a sense of belonging and ownership in the change. That creates the synergy that maximises the impact of all favourable aspects of the change. Consequently the...
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Ideate: "When is change most effective?" deleted from your view.
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(rate this)
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yes, off course
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16
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37
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No, others are also equal important as HR
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Paul Sureshkumar
| Argues in support of
"yes, off course"
| 1 year ago
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Dear MR.Ravindra, pl. be informed you that even a robot kind of orgzn. set up requires to appoint right person for the job. Human Stress can be avoided through HR in various methods. Harmony is maintaining among robot type of orgzn only thru...
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kshantaram
| Argues in support of
| 1 year ago
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hr binds the organisation representing values of organisation through hr policy, procedures, personal touch etc. people join through hr selection, induction, training, etc and leave with the touch of hr accounts well settled/not settled,...
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Sheetal Jadhav
| Argues in support of
"No, others are also equal important as HR"
| 1 year ago
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I believe that all the departments are equally important.
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Debate: "HR real side of a organization" deleted from your view.
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(rate this)
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EFFECTIVE UTILIZATION OF 3 M
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know more about your employees and what motivates them
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Business Management Consultant
| Supported idea
"Clarification"
| 1 year ago
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There can be many ways to improve employee productivity get more done. The list could go on and on. There should be better clarification on work responsibilities to help employees do better. One of the many ways to help improve productivity is...
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kshantaram
| Added idea
| 1 year ago
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select, induct, train, set shared goals, provide adequate resources and infrastructure, delegate, involve, communicate, motivate, recognise good performance a personal word of deserved praise, one minute reprimands, compensate well, provide learning...
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S. Muralidharan
| Supported idea
"EFFECTIVE UTILIZATION OF 3 M"
| 1 year ago
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A Foundry’s growth, profitability and in a highly competitive environment, its very survival,depends to a great extent on the tool and process design (also referred to as method design)employed in the production of its castings. This is a highly...
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Ideate: "How to improve productivity, getting more done in less time?" deleted from your view.
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(rate this)
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Open Management
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suggestion for HR practice
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Ardhendu Pal
| Added idea
"We will get back to you later"
| 10 months ago
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This, by far, is the best practice to show your supremacy and lying in context. They say it like this "Okay now you can go back and we will get back to you later" or "Your processing is taking time so return home and we will let you know" This is...
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kshantaram
| Added idea
| 1 year ago
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the indian heart although does appreciate good infrastructure, good salary, rewards and recognition, growth prospects, learning and development, etc craves for personal love and care giving emotional security which further gives sense of security...
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Rathin Deb
| Supported idea
"Open Management"
| 1 year ago
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I agree with you Janaki on the subject. At least I know of one company who they practice this is Woodlands and they are doing great since they have started this practice and retenion levelsmare also one of the best in industry.
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Ideate: "What are the best HR practices in India?" deleted from your view.
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(rate this)
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Five enablers
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Include Management Games
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SUDHIR KHURANA
| Added idea
"HOW TO BRING BEHAVIOUR CHANGE"
| 1 year ago
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Natural justice is said to be done when noble are rewarded & the wicked are punished. This theory of rward & reprimand goes a long way to bring behavioural changes.
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kshantaram
| Added idea
| 1 year ago
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there needs be collective awareness for the need for change, new agreed upon behavioural norms followed voluntarily gradually enforced as policy, reinforcement of change through collective sharing and recognition, exemplary hange starting from the...
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RAMESH KANDADAI
| Supported idea
"Include Management Games"
| 1 year ago
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When a serious change is to be implemented, it is better to apply the change to a case transparently so that employees see the benefit in going that route. Transparency provides the knowledge about the pros and cons of the change. These then...
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Ideate: " How can behavioural change be achieved?" deleted from your view.
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(rate this)
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Clothes should be pressed and professional
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on what parameters his/her performance will be rated
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saujanya
| Added idea
"on what parameters his/her performance will be rated"
| 1 year ago
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During the interview the appraisal process and on what elements an employee will be rate may not be discussed,because entry and exit of an employee depends on his/her performance ratings.
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kshantaram
| Added idea
| 1 year ago
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let your values and attitude be reflected in what you communicate being yourself and what you stand for with humility while being confident of your strengths and what you can deliver in terms of performance through your competencies in terms of...
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Ideate: "What do you think are the top things HR won't tell you while Interviewing?" deleted from your view.
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(rate this)
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Know the limits before sharing
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Woekplace politics........
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Premashalini
| Supported idea
"Woekplace politics........"
| 2 months ago
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hi anybody tell me suggestion for me, my senior developer is reporting the work done by me as done by him to boss.Everyone in office must report to him.He also never work ,just chatting with others,while boss came he will act like working.we only...
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kshantaram
| Added idea
| 1 year ago
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focusing on organisation goals and work at hand maintaining exemplary behaviour with good interpersonal relations and co-operation with all without indulging in office gossip and office politics maintaining a neutral stance could be a way of coping...
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NATTERAJA R. ARIKRISHNAN
| Supported idea
"Know the limits before sharing"
| 1 year ago
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I support this side, thanks for the referral Mr.Alex Fernandes.
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Ideate: "How to combat workplace politics?" deleted from your view.
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(rate this)
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Think Out Of The Box
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Right number of employees with daily briefing and de-briefing
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satheesh
| Supported idea
"Think Out Of The Box"
| 1 year ago
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I totally agree with anand.It'll bring a new thought,helps in effective way.
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kshantaram
| Added idea
| 1 year ago
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the organisation design needs to be continually evolving stragetically planning for the needs 2-4 years ahead adding/developing the needed new roles/functions/technologies with the right leadership roles in line with the cultural fit and the values,...
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SHRIKANT MANOHAR DANKE
| Supported idea
"Think Out Of The Box"
| 1 year ago
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Thanks for referral, Anand. I totally agree with you. It should give space to innovation permission in restructuring of the organization from time to time as they should know the basic rule- " Change is the rule of mother nature."
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Ideate: "How to go for a effective organizational design?" deleted from your view.
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(rate this)
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There are several theories and practices of human resource management in vogue in the business corporate world and continue to evolve in order for businesses to survive in highly competitive environment. Three of many such theories namely Theory X, Theory Y and Theory Z that relate to strategic human motivation and talent retention are particularly followed in totality or in a mixed form by most of the business enterprises. Theory X and Theory Y were developed by a management professor Douglas McGregor at MIT Sloan School of Management in the 1960s. The Theory X suggests use of a highly strict and disciplinary human management tactics with a closed supervisory organizational control on all...
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manikanta raj
| Commented
| 1 year ago
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nice article akshay, nothing to elaborate I support mr. deshpande views.
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kshantaram
| Commented
| 1 year ago
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yes, theory x/y are individual centric catering to his needs/appetite while theory z is wholesome in terms of integrating the individual with the organisation in terms of emotional bonding and job security - contemporariy called employee engagement...
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Om Deshpande
| Commented
| 1 year ago
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Another theory that can be added to the one's that you mentioned and should summarize what is popular in organizations these days, is "Contingency Management". According to this theory, "There are many management theories proposed, but no one...
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Trends: "X, Y and Z theories for Human Resource Management" deleted from your view.
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