The One That Satisfies
‘Human Resources’- the magic words are murmured by everyone in one context
or the other. All businesses around the world are continuously looking for
better ways to recruit smart brains. Much has been said and written about
the factors behind the HR factors. Many companies are considering some
innovative ways to impart skills, train, re-train and motivate employees
as they are the key issues. Why then in a country like India, recruitment
melas are looked at as prestigious events while turnovers are more for
every quarter in companies engaged in IT /ITES, Construction, Engineering,
Manufacturing and the like. ‘The right man for the right job’ may be the
HR mantra. On the lines of this saying, candidates are interviewed; the
good or better among the brain pool is offered the letter. All is good for
the first few months and slowly from somewhere a pungent smell of
dissatisfaction spreads across the corporate floor. Where do the innings
start? The functioning style of management,
the way projects are planned, in the impressive art of delegation of work,
the manner in which constructive utility of manpower is exercised and the
sense of job satisfaction blended with job security are the dependable
factors for a lasting cordial relationship with the employer. The distaste
initially starts with absenteeism, staying away from work without
permission and the final renunciation of the bondage with one’s company
result in an unhappy note. The recruitment team that relaxed for a while
suddenly gets into feverish action and the team members stop not till the
goal is achieved. On an average, an employee with rich experience in India
or abroad also shows low enthusiasm and the heat is on the down beat. As
India
is emerging successful in the global arena, it has been an improvement on
the economical status of an individual – billing wise or growth wise. Many
strategies were evolved over a period of 8 – 10 years but it has been not
easy to analyze the psychological changes and attitude of an employee on
the long run. We could call this run to span a few months as is the trend.
A serious look has to be given to leverage the human capital and support
them more effectively. Bucket with a hole or filling the overhead tank
with taps open is not a healthy trend. This effect will drastically lead
to saturation level of enthusiasm in Recruiters as well. How good is our
Indian HR system? It is high time that the delivery model needs a revamp.
Ninety percent of the HR activities
end up in the routine chores of paper, interviews, reference checks,
hiring, payroll and firing letters. As this swallows the maximum time, HR
professionals have little or no time to concentrate on other strategies or
find time to keep abreast of the latest trends in HR. Hence soon they get
stamped as ‘obsolete’. ‘On-line integrated management’ is a better remedy
as it involves transparency, cost effective and paperless atmosphere. If
this system which is in operation in some corporates is put to use in all
the organizations in India, a quicker coordination would be achieved
between employees, heads, departments and organizations. Through online
integrated management and clear coordination
between HR and other divisions much of unsaid troubles could be mitigated.
Now our HR professionals can foresee a progressive future in redefining HR
intelligence. Here lay the analysis to identify explorable skills in
existing employees and to deploy them in the appropriate positions for
which they have been hired. This is the prescription for cost cuts, to
boost performers, motivate and retain them. Whatever be the advancement,
the so called human factors still remain a mystery and cannot be gauged
through any profiling tests. The ‘sukshuma’ behind the understanding of
the human psychology is still a puzzle. The HR professionals also fall in
this category without exemption. They travel miles to set the ball rolling
as long as they find it interesting. The mentality of the quitting
employees happens to be contagious that they (HR) themselves are caught in
the quick sand but appreciably resist from falling sick and emerge like a
‘phoenix’. Recruiters can only supply manpower and the satisfaction that a
new employee derives in his work purely rests in the hands of his or her
Group mentor. In every company HR builds up a healthy atmosphere but
cannot always detect and eradicate the latent politics which are the
ubiquitous characteristics of human beings. Are we heading in the right
way? Being proactive in salary and compensation alone is not the solution
to employee turnover but there is something else beyond. What is there
behind the industry trends of boom – bubble –crash – survival –recovery –
growth map? Perhaps it is the human satisfaction that matters.
“When I stand before thee at the
day\'s end, thou shalt see my scars and know that I had my wounds and also
my healing – Rabindranath Tagore” -- copyright ©2007 S.Chandrasekar
@ Chandru |
Writer
Profile
S.Chandrasekar
The author is Manager -HR with an
epublishing & Finance BPO in Chennai. He is also a writer for various
magazines like Travel& Shopp,
Vaniga Ulagam, Mudaleedu, in English/Tamil. He has done two books on
self-improvement and Entrepreneurship.
chandruselva@yahoo.com
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