Planning and HR

Most of times, we have our professional life planned out to the last detail and we want it to work in the exact same manner. However tasks may not necessarily get undertaken as planned. Hence experts suggest that sometimes not having a plan to work o is good for boosting creativity ad attaining a composed state of mind.

Imagine a scenario where you have at the details of your work day planned out in your head from the first meting with client to the last with your spouse. But somehow, there occurs an unexpected disruption causing your timetable to go haywire. Don’t you experience sense of disappointment? It is a normal human tendency to compartmentalize everything before it happens. Obviously it is a good thing to have a plan but we should know when to draw the line. Excessive planning can make you a slave of your own time. As the saying goes everything when in excess is bad, so is excessive planning the simple reason why you tend to lose sight of your creativity. always working by a plan makes you very used to having a sub rule if sort for every action you take, which leads to loss of creative outlet and the individual tends to always go by the textbook as they say . In this excessive competitive world, we need to have an edge over the rest and in order to achieve that, it is important that we keep our creative outlets always open. However, when an individuals is sued to always having everything mapped out in his /her head they tend to go the set path and it becomes difficult for them to deviate. We need to keep surprising our brain with impulsiveness every now and then so that it is always ready to accept change.

It is obvious that a working professional cannot afford to not have a plan, in order for his /her responsibilities and duties to be met with aptness. How can a working professional deal with the situation then? Having certain ideas in your head and walking that line are perfectly fine, since we work in a very competitive scenario. But what is also necessary is to approach these plans with a different mindset once in a while.

A company’s culture starts taking shape from the day it comes into existence. And HR plays a vital role in the creation of an environment where employees are driven by it.

HR is definitely a strategic partner today HR understands short and long term objectives of the organization and formulates policies that help in encouraging the workforce towards achieving those goals. HR cannot change the culture of an organization in isolation. Each and every team member plays its role in the evolution and development of a company’s culture. Driving a high performance work culture is the responsibility of each employee as each employee contributes in some or the other way to the growth and development of the organization. The role of HR comes into picture while facilitating and mentoring the workforce in such a way that is high performance culture gets engrained in each employee.

To create a high performance work culture is not a one off assignment — It is a dynamic exercise and ongoing efforts are required to change the culture and keep it evolving with the changing times. Typically, every five to six years, IBM looks at competencies it needs to cultivate in IBMers. This is obviously done keeping in mind certain business objectives. Last year due to obvious reasons (read: the global economic slowdown) it was felt that we needed to revisit competencies. It was as always a shared process.

Culture as is said, should be the DNA of an organization on which rest of the building blocks are placed. A high performance work culture helps in fostering talent development and it also ensures that everyone is getting fairly compensated. And HR here plays the key role of a facilitator. The HR agenda should be crafted to build organizational capability which helps to drive business performance at all levels.

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  • Dr. H.K.Lakshmanrao

    Improving English among staff and executives must be among the priority areas of HR planning, From Survival to Success depends how well you can communicate in English- Reading, Listening, Writing. Public speaking, Reporting.For a write up on English learning & Soft skills developed for three day English speaking course for Corporate Organizations. HR managers may please ASK Dr. Rao before Sept 30;
    Dr. H.K.LakshmanRao
    Management & HR consultant, Chennai

  • rkgaur

    Dr. Rao,
    I do want to learn this course,I have done my schooling from Hindi environment,and working as HR Professional and i m not able to speak in front of public in english, How u help me.

  • shelfi.febriani

    may I know about books, tell about talent based human resource managemant or talent management?
    thank you so much

  • Compentency development can be bifurcated in to two A) Need based – based on TNA – impactful in the short term.2) PDP based – may not be impactful in the short term.

    Most employees get motivated by the PDP based trainings..Howerver at times the organisational needs & PDP may differ..

    How ever it is important to have a training agenda which gves equall weightage to both..
    The morale of the employee will have a direct impact on the output & productivity..& can also be a strong retention tool..

    Sudhir Mateti
    Head HR SYNTEL

  • thanking u for all the information but i need a deeply concept of pl (person leave)

  • Dr.H.K.LakshmanRao

    Those in HR Dept. who feel shy and defident for speaking in English must quickly overcome by taking up a Modular course for improving English- Speaking, Reading & writing.
    For conductingsuch a program in Organizattions, CIte members may ask Dr. Rao : before Oct 5.
    Dr. H.K.LakshmanRao

  • MT

    Dear Dr. H.K.Lakshman Rao,

    I hope this email find you well,

    i have a question regarding managment ( How we can improve our self in managment field or english, most of the people can speak english very well but in talking face many and many problem. in your opinion which kind of books or course we should studay for development of our self…!