New Relationships between Organization and Employees

The year gone by was indeed quite exciting with most industries of India Inc rewriting their growth story. Alongside organization had to work hard towards implementing innovative HR policies to attract / retain the best talent.

The relationship between an organization and its employees is quid pro-quo. Both benefit and flourish from each other’s support. Employees’ engagement is a must. A few policies to that can be adopted into company policy are: 1) Companies are moving from conventional to contemporary in terms of recruitment. From the traditional method of hiring employees by analyzing resumes sent to the HR departments HR heads are utilizing social networking sites to extract profiles of potential candidates and 2) HR is a policy to imbibe and implement in Panasonic that is very much in vogue in Coca Cola. Here, an employees portal has been created where one can post their concerns and grievances. The HR department diligently studies the problems of employees and addresses them accordingly.

The following are best practices that are very appealing and futuristic 1) High performing organizations that believe in mentoring do not restrict this process to not only entry level/ mid level employment but pursue it even at senior levels. When an employee is mature to take a new assignment as a part of his /her growth. Organizations are equally responsible for these employees to succeed thereby instituting a mentoring program for success and 2) Sustainable companies have taken a tough stance towards creating highly transparent, robust employees performance management processes, thus eliminating room for favoritism. Bell Curve is one such example which has been widely misused by organizations in supporting favoritism thereby losing hidden high potential / high performers. Some of the best business practices such as measuring expendability of an employee (current / future value to the organizations) and an opportunity to leverage Bell Curve for creating future workforce were some highlights.

India Inc is on a constant innovative drive. With the year coming to a close, we asked a few firms what they consider as their best policy/ practice that got initiated in 2010 and the impact it had.

The most significant initiatives launched by Unisys in 2010 are Ask HR – a forum that acts as a destination for all HR related queries to be addressed. Ask HR was initiated to drive efficiency in the HR team and the intent was to give employees a one stop shop that would answer all their HR queries in the shortest possible time. Both the employees and organizations are benefiting greatly from this initiative and it has resulted in creating a positive relationship with the employees reaffirms out open door policy and employees today are placing increased confidence in the management. It has also resulted in increased productivity because employee concerns are addressed in the shortest time possible.

Finding quality talent is a huge challenge for product development companies as all have access to the same talent pool. Thus with a view to attract the right talent, directly initiated innovation hiring programs and processes. This year, we launched ipad for an interview an initiative targeted at hiring engineering talent. It is a four pronged process and starts with an online coding test for candidates followed by the algorithmic round where candidates are asked to write a piece of code, then the tech round and concludes with an interview by the CEO. Given our stringent, challenging recruitment process, we recognize candidates who qualify for the interview round and irrespective of whether they join directly or not, we gift them an iPad The idea is to reward and recognize the right talent and build a mindshare for Directi.

The year 2010 was a year of big recruitments for us and several employees pointed out that we need to have a very structured on boarding process for new employees before he /she steps into the space of work. Thus, we started the on boarding initiatives wherein new employees are administered a questionnaire at the end of their 7, 30, 90, and 180 days at work

Kale Consultants initiated the Kale team blend Programs (KTBP) in 2010. Through this program we involve the team members to come together and understand their strengths / weaknesses. It is a program to understand and adapt individuals as they are. This initiative is helping us leverage the strengths of the individuals. Also after initiating this, we see less conflict and more synergies between the teams.

Excerpts from The Times of India