A chief Strategic Human Resource Management (SHRM) officer believes that unless India gets its talent and skill strategies in shape the challenge of sustaining its growth will be Herculean.
With drain becoming rampant, there seems to be dearth of talent in India. There is a need to tackle this problem. India has been the principal source of human capital for the rest of the world, so it is not unusual for Indians to be absorbed by foreign companies overseas. However, India needs to take advantage of their human capital. Everyone wants to grow and learn in their jobs and make good salaries. Those of us with talent want to do our best at whatever we are good at. Everybody is trying to reach self actualization. So, every company needs to find good talent, keep it and develop it.
Switching jobs is a trend these days and the need to retain employees has become a strategic requirement if business organizations have to have best of talent. Money is certainly not the answer to this problem because there will always be someone else who is willing to pay you more. Building a bond between the employee and the organization is critical. There is no simple formula to creating this engagement. The company needs to outlay a compelling vision, and the employee needs to believe in what the organization is trying to accomplish. As soon as the word ‘routine’ starts laying in a worker’s mind, the company has lost him. The organization should ensure that an employee is justly rewarded for his contribution and is constantly given newer, challenging responsibilities.
There is a stereotype that the HR executives don’t do any work and keep coming up with meaningless policies. The premise is not right. HR executives are not planning the strategies that they should be if they introduce meaningless policies. When there is a proliferation of policies the employees become cynical. The HR should manage their time effectively. If they spend too much time on payrolls, they’re not doing a good job as that work can be comfortably outsourced. They should devote more time to strategies that help build engagements.
Some individuals think the skills needed by a HR professional in India different from the ones needed by an HR professional in developed countries. This is not correct looking at the bigger picture. But the Indian context is different. Indian economy is growing rapidly, so that HR professional needs to act and react quicker. In the US talk about hiring a 1,000 workers, you will be talking about a number that’s three or four times greater. In India however, there is lesser uniformity when it comes to adhering to policies of movement, which seems to work.
There are many career options available, and HR also needs youngsters to work in that function.
To attract youngsters to the HR industry it is important to spread information about the industry at an early level in the educational curriculum. If you ask high school students what they would want to make careers, in, not many would say HR. This question is raised only at the graduate level and that is unfortunate. The media could also help by writing on it, though the HR industry will ever become popular as cricket.
While on the subject of HR in this article we are also giving some details particularly with regards to dealing with untrustworthy colleagues.
An employee likes to think he or she can trust his/her colleagues, but at one point or another they may encounter a co-worker who is untrustworthy. He or she may blame you for incomplete work, may sabotage our assignments or reveal your personal information to the office. Make sure you never ever participate in gossiping especially about colleagues or else you’ll unnecessarily give your colleague grounds to rationale is/her behavior. Here’s a list of things you can do to avoid shady colleagues and unwanted situations at work.
Document all your work interactions. If you are required to work with your untrustworthy colleague, keep a note of the assignments you are responsible for. Send a correspondence (such as an email or memo) to your colleague confirming your part and his part of the assignment. Just make sure you have your emails, etc. in writing and keep a copy of them for your records. If you’re sending an email and you’re concerned that your colleague may accuse you of fabricating it in the future, copy (cc) yourself on the email so that your colleague knows you have a time-stamped copy of the correspondence.
If your colleague by any chance shares your files or work, keep your own updated file copy with you separately as a backup. Update this backup file copy regularly as you edit and add your work.
Don’t disclose personal information to your colleagues. Always maintain professional and concise conversations.
Keep your desk locked with a key and your computer files locked with a password. Make sure any confidential or sensitive information is kept securely.
Ensure that every goal you make together is measurable. Spell out the criteria and terms on which your worker together will be evaluated, so that there’s no ambiguity.
Make sure your work goals are time-bond as well. For example, by when does the project need to be submitted? Or by when does the product need to be delivered or by when is the service needed to be performed?
The above does not mean all colleagues are untrustworthy. After experiencing for a while in the office, one can experience such over smart partners. This is for such people. But a few of things mentioned above are applicable to follow as a precautionary measure and also for self assessment purposes.