The Inevitable Disruption

Posted in Human Resources Articles, Total Reads: 1036 , Published on 18 January 2013
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In today’s economy where global companies are spreading their tentacles to India and Indian companies are expanding globally, acquiring, motivating and retaining the knowledge workers, who constitute the primary supporting pillars in many businesses, has become a daunting task. Human Resources therefore will, in the near future, embrace certain frameworks and mechanisms to efficiently deal with these issues in a cost-effective and timely manner. The HR will get caught up with these new mechanisms to handle knowledge workers which will be inevitable and the old mechanisms will slowly die down for this category of workers, for greater good. In this article, I will discuss some of the major changes that Human Resources would need to implement, without which dealing with the above mentioned issue would be uneconomical.

 

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Renew Motivation techniques: Developing a participative environment in order to encourage the knowledge workers. It will satisfy the need for self-esteem in terms of Maslow’s needs of hierarchy. Recent research shows that recognition for work is an important motivation factor (REFERENCE:http://www.thehindu.com/todays-paper/tp-features/tp-opportunities/the-dynamics-of-appreciation-at-work/article3709674.ece).So, instead of one-size-fits-all strategy of rewarding people, all rewards, wherever appropriate, should be tailor-made for every employee. For example, if the budget for rewards is Rs.1000 per employee for the best employee of the month, it can be a gift worth Rs. 1000 or a cash award of the same amount instead of the company giving the same reward to all those who are eligible. This will motivate the employee for being recognized and for being awarded the desired reward.

Women-friendly policies: Dual-earner families and increasing number of women working as top executives is the order of the day. In this context, employee-friendly leave system will soon become the center stage of the HR policies. It is insufficient to provide maternity leaves, crèches at office area, as there will always be a time in a woman’s life to choose between family and career. Hence, policies like telecommuting, flexible working hours, and options to reduce travel time by providing accommodation close to the offices etc. should be made available.

Renovating work-places: High pressures at work and increasing working hours should be made endurable for the employees by providing work-places of their choice. Environment in the work-place should be made suitable as per the mind-set of the employee. For example, an office environment may be arranged from a typical cubicle-type to a coffee lounge environment to a casual work-place look. This will help employees to be more innovative and work better. However, this will be better applicable to employees who do research work.

“Social” explosion: Gen Y’s ‘sharing instantly with the world ‘mentality will bring a dramatic change to everything that exists in place now. What ‘Social Media’ has done to recruitment, learning and marketing will extend to revolutionize almost all the processes in HR, performance management will be interactive with time-to-time feedback between the manager and the employee, employee recognition via the social media will motivate them, enhanced communication among team members.

This article is intended to give the reader some glimpses of HR’s approach to enhance the satisfaction of the employees. Satisfied employees will drive higher ROI. It is important to note that it will become a mandate on the part of HR to implement these carefully.

This article has been authored by Veena Akella from TAPMI.


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