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HUMAN RESOURCE DELIGHT
Three issues will rock your organisation sooner or later either in a
big
way or in parts if care is not taken :
o Human Resource Dissatisfaction
o Breakdown of Communication Network (internal in an organisation)
o Attitude Problem (persistent among employees)
To solve / cater to these
three main problems, I would like to suggest
two focused solutions -
1. Human resource Delight for internal customers
2. Communications Audit
What is Human Resource
Delight ?
Delight means the innermost desire of any employee, who envisions his
lifestyle in the near future through his unique way of taking the
organisation / dealing with organizational matters, within the range
of
the company's reach, which erupts out as soon as he feels good, feels
his persona is / will be appreciated or he would feel delighted in
doing
so.
In other words, Human
Resource Delight refers to a state wherein the
employee feels that in the job he is doing he has applied his mind and
heart out to it and always endeavours to improvise.
How is the future going to
change?
The I.T boom would in the near future be taken over by what would be
known as the H.R.R. (Human Resource Revolution & Renaissance ) wherein
unplanned organizations (as far as Human Resource is concerned) would
have -
. Increased turnover (inspite of excellent pay)
. Decreased productivity
. Increased gap between the corporate vision and the employee
vision
. Reduction of HR D (Human Resource Development) Department to
mere HR department (which exists in many organizations even now)
. People shifting to smaller sized organizations to better
positions in preference to larger sized organizations and better pay
packets.
Now, leaving apart
everything aforesaid , the crux of the matter is -
How does this HR Delight come/ How do I get HR Delight in my
organisation???
The solution or a part of it lies in the question itself---
Think..
The moment you have this phrase in your mind ,just for a moment expand
the term d-e-l-i-g-h-t and think.....(for a minute). We all know what
this word means to us, i.e.,a customer buying our product again and
again and again..
Plan of Action 1 -
Just spend 15-20 minutes and choose 2(Two) Middle Level employees whom
you know well in your organization. Then get their views on what they
think about the organization ,why and if they were given your chair,
ask
them what difference would they deliver to the organization.
See the difference for yourself !!!!!
Cross check - After your exercise, ask/get this activity done with the
same 2 employees through somebody else .
Result - Check both (Plan of action 1 & Cross check) , the slightest
of
deviation gives you ample proof of how your organisation is gearing up
for the future and what you need to work upon. Well, if everything
matches perfectly then you can be pretty sure of your organizational
health and that your company is fully geared up to meet any
challenges.
Plan of Action2 -
Get a Communication Audit done, viz.,placing of linkpins or knowledge
of
the undercurrents and grapevines in and out of the formal hierarchy
level in the organization and evaluation of this information in light
of
the organisation's vision. Get these titbits recorded regularly and
notice how fast changes occur in the employees' mind and you get a
visible solution ----
Which employees / groups change at what pace and how to make best use
of
them?
Plan of Action 3 -
Finally give points to employees in your appraisal process with due
weightage to the following:
o Practical understanding of the company's business
o Speed of picking up facts and figures
o Creativity
o Value Addition done in any way
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