HR Managers Should understand !
Human Resource management is people management and the role of managing people lies on the shoulders of a Human Resource manager. People Management is a wide section that involves numerous aspects ranging from hiring to invigorating. Managing people is utmost important as it is only the employees that can make up an organization. The employee directly or indirectly influences and effectuates the organizational augmentation.
The aspects that the manger highlights begins with hiring the appropriate individual well suited for a task on the basis of their education and experience. Once the person is appointed, their role in the organization is explained to them along with the ways to achieve their goals and how their role can enhance the organization. Befitting to the task training is provided that makes the employee acquainted with the task.
A buffer period is given where the employee actually starts working but under supervision. The HR manager makes sure that the right amount of motivation is provided to the employee to generate quality work. The employee work is evaluated to ensure that the employee works swiftly and the errors could be eliminated. A disciplinary environment is created that allows the employee to work without interruptions. Incase the employee is not up to the mark or the organization has to adopt lay-off principles, the HR department takes the authority and helps in detachment.
The salary negotiations, compensation and benefits all come under the HR perspective. Adopting rejuvenating mechanisms like games and events is the HR manager’s responsibility. The HR team is appointed to serve the employees thus it is said that human resource is people management.
Content from : Siliconindia
Thanks & Regards,
S.Grace Paul Regan.
Saturday, January 30, 2010
Wednesday, January 27, 2010
10 reasons why people quit jobs in IT industry !
With the worst behind and signs of positive demand for outsourcing and offshoring from the U.S. and European markets, which account for about 80 percent of Indian software exports, the IT industry is gearing up for a gradual recovery in the new year. But Indian IT industry still continues to face the problem of attrition, especially when companies are now offering strong pay packages to make up for the lost ground. What really drives employees to jump jobs? Is it only due to bad bosses or there are other reasons involved as well?
1. Mismatch between the promised job and the situation on hand
Employees are often promised certain things on what exactly the jobs consist of but after joining the company they find out a completely different picture. It becomes painfully clear to the new hire that the company played a bait-and-switch game and now they are trapped in doing something that they don't want to.
2. Limited opportunity for personal growth and skills
"Every ambitious person is looking to further their career in the shortest possible span of time. Hence despite being in a high growth sector if there isn't ample opportunity for reasonably quick vertical or lateral growth; then it is usually time to move on," says Pradeep Thomas Abraham, Managing Director of Paytronic Networks limited. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
3. Boss too much to handle
Prashant Hannovar, Manager of Human Resource of NextBiT Computing has had a fair deal of experience in dealing with different kinds of candidates. He says, "Employee leaves the organization because of a manager's leadership style or bad management style. Employee leave because of managers who puts the blame on the other employee, making others a scape goat, a Micro manager-who is known for having no trust/confidence in self and on the team."
4. Lack of recognition of the good work being put-in
Individual accomplishments should be considered by the company and should be pointed out in praise that will help to further increase productivity, make the employee feel appreciated, and create an example for other employees to follow, knowing that they will be rewarded. "Many employees who have quit and answered the exit interviews have revealed on not getting recognized despite of hard work/good Performance," says Hannovar.
5. Management freezes raises and promotions
Money is not always a very important category for people to quit, but it definitely ranks high. Many employees quit the Organization as they get better compensation/salaries with the competitors. Also with the salaries, many of the Techies (engineers) today are offered Onsite opportunity too. This is the normal phenomena in the IT Industry which nothing much can be worked out.
6. Poor work culture/work ethic
Another important factor that results in undesired attrition is the bad work culture. Bad work culture constitutes unhealthy political work environment where you can find lot of rumors/grape wines, partiality, favoritism, lack of trust, worst HR best practices like restrictions imposed on the employees on clothing, leaves and many more.
7. Inability to maintain/achieve a healthy work-life balance
In the light of the recent trend of laying off huge number of employees, many employees (who are not fired) feel the heat of too much work. Sometimes they find themselves doing the work of more than two people which often result into work taken home and extended office hours. Too much work often creates stress which can force the employee to quit.
8. Lack of Feedback Mechanisms
Lot of managers don't provide the proper feedback at regular intervals on the employee performance. Many employees look for feedback which helps them to grow in their career. Lack of feedback makes an employee or the team members frustrated, feel out of the team or lost, which leads to the rise in the attrition level in the organization.
9. Lack of decision-making power
A lot of managers simply do not know how to delegate effectively. This results in undue micro management by the immediate superior that shakes the faith and self confidence of the employee. A manager should empower employees and allow them the freedom to make suggestions and to take decisions.
10. No fun or enjoyment in job/ unchallenged
Two scenarios can fit into this. One is when employee becomes dull of the daily routine. Same job, with same skills and everything becomes dull, then it's time for employees to move on. The second scenario can be when employee don't feel challenged with the current job. Employees sometime need more responsibilities and work to challenge their skills or they leave in hunt of another job for fresh challenges.
There are many more reasons which may be valid from person to person but these are the top ten reasons which the IT industry must really look upon to improve on to reduce attrition. "The only way to work on retention is to pro-actively focus on establishing policies, practices, systems and culture that help reduce triggers on these counts
Content from Siliconindia Website
Thanks & Regards,
S.Grace Paul Regan
1. Mismatch between the promised job and the situation on hand
Employees are often promised certain things on what exactly the jobs consist of but after joining the company they find out a completely different picture. It becomes painfully clear to the new hire that the company played a bait-and-switch game and now they are trapped in doing something that they don't want to.
2. Limited opportunity for personal growth and skills
"Every ambitious person is looking to further their career in the shortest possible span of time. Hence despite being in a high growth sector if there isn't ample opportunity for reasonably quick vertical or lateral growth; then it is usually time to move on," says Pradeep Thomas Abraham, Managing Director of Paytronic Networks limited. The most successful employers find ways to help employees develop new skills and responsibilities in their current positions.
3. Boss too much to handle
Prashant Hannovar, Manager of Human Resource of NextBiT Computing has had a fair deal of experience in dealing with different kinds of candidates. He says, "Employee leaves the organization because of a manager's leadership style or bad management style. Employee leave because of managers who puts the blame on the other employee, making others a scape goat, a Micro manager-who is known for having no trust/confidence in self and on the team."
4. Lack of recognition of the good work being put-in
Individual accomplishments should be considered by the company and should be pointed out in praise that will help to further increase productivity, make the employee feel appreciated, and create an example for other employees to follow, knowing that they will be rewarded. "Many employees who have quit and answered the exit interviews have revealed on not getting recognized despite of hard work/good Performance," says Hannovar.
5. Management freezes raises and promotions
Money is not always a very important category for people to quit, but it definitely ranks high. Many employees quit the Organization as they get better compensation/salaries with the competitors. Also with the salaries, many of the Techies (engineers) today are offered Onsite opportunity too. This is the normal phenomena in the IT Industry which nothing much can be worked out.
6. Poor work culture/work ethic
Another important factor that results in undesired attrition is the bad work culture. Bad work culture constitutes unhealthy political work environment where you can find lot of rumors/grape wines, partiality, favoritism, lack of trust, worst HR best practices like restrictions imposed on the employees on clothing, leaves and many more.
7. Inability to maintain/achieve a healthy work-life balance
In the light of the recent trend of laying off huge number of employees, many employees (who are not fired) feel the heat of too much work. Sometimes they find themselves doing the work of more than two people which often result into work taken home and extended office hours. Too much work often creates stress which can force the employee to quit.
8. Lack of Feedback Mechanisms
Lot of managers don't provide the proper feedback at regular intervals on the employee performance. Many employees look for feedback which helps them to grow in their career. Lack of feedback makes an employee or the team members frustrated, feel out of the team or lost, which leads to the rise in the attrition level in the organization.
9. Lack of decision-making power
A lot of managers simply do not know how to delegate effectively. This results in undue micro management by the immediate superior that shakes the faith and self confidence of the employee. A manager should empower employees and allow them the freedom to make suggestions and to take decisions.
10. No fun or enjoyment in job/ unchallenged
Two scenarios can fit into this. One is when employee becomes dull of the daily routine. Same job, with same skills and everything becomes dull, then it's time for employees to move on. The second scenario can be when employee don't feel challenged with the current job. Employees sometime need more responsibilities and work to challenge their skills or they leave in hunt of another job for fresh challenges.
There are many more reasons which may be valid from person to person but these are the top ten reasons which the IT industry must really look upon to improve on to reduce attrition. "The only way to work on retention is to pro-actively focus on establishing policies, practices, systems and culture that help reduce triggers on these counts
Content from Siliconindia Website
Thanks & Regards,
S.Grace Paul Regan
Tuesday, January 12, 2010
PISS OFF ON LAY OFF !
Dear All,
I got this mail some times back from one of my friend, There are some real good facts for the employeer's to know about and even for employees !
Some, rather most organizations reject his CV today because he has changed jobs frequently (10 in 14 years). My friend, the ˜job hopper™ (referred here as Mr. JH), does not mind it. well he does not need to mind it at all. Having worked full-time with 10 employer companies in just 14 years gives Mr. JH the relaxing edge that most of the ˜company loyal™ employees are struggling for today. Today, Mr. JH too is laid off like some other 14-15 year experienced guys “ the difference being the latter have just worked in 2-3 organizations in the same number of years. Here are the excerpts of an interview with Mr. JH:
Q: Why have you changed 10 jobs in 14 years?
A: To get financially sound and stable before getting laid off the second time.
Q: So you knew you would be laid off in the year 2009?
A: Well I was laid off first in the year 2002 due to the first global economic slowdown. I had not got a full-time job before January 2003 when the economy started looking up; so I had struggled for almost a year without job and with compromises.
Q: Which number of job was that?
A: That was my third job.
Q: So from Jan 2003 to Jan 2009, in 6 years, you have changed 8 jobs to make the count as 10 jobs in 14 years?
A: I had no other option. In my first 8 years of professional life, I had worked only for 2 organizations thinking that jobs are deserved after lot of hard work and one should stay with an employer company to justify the saying ˜employer loyalty™. But I was an idiot.
Q: Why do you say so?
A: My salary in the first 8 years went up only marginally. I could not save enough and also, I had thought that I had a ˜permanent™ job, so I need not worry about ˜what will I do if I lose my job™. I could never imagine losing a job because of economic slowdown and not because of my performance. That was January 2002.
Q: Can you brief on what happened between January 2003 and 2009.
A: Well, I had learnt my lessons of being ˜company loyal™ and not ˜money earning and saving loyal™. But then you can save enough only when you earn enough. So I shifted my loyalty towards money making and saving “ I changed 8 jobs in 6 years assuring all my interviewers about my stability.
Q: So you lied to your interviewers; you had already planned to change the job for which you were being interviewed on a particular day?
A: Yes, you can change jobs only when the market is up and companies are hiring. You tell me “ can I get a job now because of the slowdown? No. So one should change jobs for higher salaries only when the market is up because that is the only time when companies hire and can afford the expected salaries.
Q: What have you gained by doing such things?
A: That's the question I was waiting for. In Jan 2003, I had a fixed salary (without variables) of say Rs. X p.a. In January 2009, my salary was 8X. So assuming my salary was Rs.3 lakh p.a. in Jan 2003, my last drawn salary in Jan 2009 was Rs.24 lakh p.a. (without variable). I never bothered about variable as I had no intention to stay for 1 year and go through the appraisal process to wait for the company to give me a hike.
Q: So you decided on your own hike?
A: Yes, in 2003, I could see the slowdown coming again in future like it had happened in 2001-02. Though I was not sure by when the next slowdown would come, I was pretty sure I wanted a ˜debt-free™ life before being laid off again. So I planned my hike targets on a yearly basis without waiting for the year to complete.
Q: So are you debt-free now?
A: Yes, I earned so much by virtue of job changes for money and spent so little that today I have a loan free 2 BR flat (1200 sq.. feet) plus a loan free big car without bothering about any EMIs. I am laid off too but I do not complain at all.
Note: Employees and Employer have to think about this..........
If I have laid off companies for money, it is OK if a company lays me off because of lack of money.
Q: Who is complaining?
A: All those guys who are not getting a job to pay their EMIs off are complaining. They had made fun of me saying I am a job hopper and do not have any company loyalty. Now I ask them what they gained by their company loyalty; they too are laid off like me and pass comments to me “ why will you bother about us, you are already debt-free. They were still in the bracket of 12-14 lakh p.a. when they were laid off.
Q: What is your advice to professionals?
A: Like Narayan Murthy had said “ love your job and not your company because you never know when your company will stop loving you. In the same lines, love yourself and your family needs more than the company's needs. Companies can keep coming and going; family will always remain the same. Make money for yourself first and simultaneously make money for the company, not the other way around.
Q: What is your biggest pain point with companies?
A: When a company does well, its CEO will address the entire company saying, ˜well done guys, it is YOUR company, keep up the hard work, I am with you. But when the slowdown happens and the company does not do so well, the same CEO will say, It is MY company and to save the company, I have to take tough decisions including asking people to go. So think about your financial stability first; when you get laid off, your kids will complain to you and not your boss.
Thanks & Regards,
S.Grace Paul Regan
I got this mail some times back from one of my friend, There are some real good facts for the employeer's to know about and even for employees !
Some, rather most organizations reject his CV today because he has changed jobs frequently (10 in 14 years). My friend, the ˜job hopper™ (referred here as Mr. JH), does not mind it. well he does not need to mind it at all. Having worked full-time with 10 employer companies in just 14 years gives Mr. JH the relaxing edge that most of the ˜company loyal™ employees are struggling for today. Today, Mr. JH too is laid off like some other 14-15 year experienced guys “ the difference being the latter have just worked in 2-3 organizations in the same number of years. Here are the excerpts of an interview with Mr. JH:
Q: Why have you changed 10 jobs in 14 years?
A: To get financially sound and stable before getting laid off the second time.
Q: So you knew you would be laid off in the year 2009?
A: Well I was laid off first in the year 2002 due to the first global economic slowdown. I had not got a full-time job before January 2003 when the economy started looking up; so I had struggled for almost a year without job and with compromises.
Q: Which number of job was that?
A: That was my third job.
Q: So from Jan 2003 to Jan 2009, in 6 years, you have changed 8 jobs to make the count as 10 jobs in 14 years?
A: I had no other option. In my first 8 years of professional life, I had worked only for 2 organizations thinking that jobs are deserved after lot of hard work and one should stay with an employer company to justify the saying ˜employer loyalty™. But I was an idiot.
Q: Why do you say so?
A: My salary in the first 8 years went up only marginally. I could not save enough and also, I had thought that I had a ˜permanent™ job, so I need not worry about ˜what will I do if I lose my job™. I could never imagine losing a job because of economic slowdown and not because of my performance. That was January 2002.
Q: Can you brief on what happened between January 2003 and 2009.
A: Well, I had learnt my lessons of being ˜company loyal™ and not ˜money earning and saving loyal™. But then you can save enough only when you earn enough. So I shifted my loyalty towards money making and saving “ I changed 8 jobs in 6 years assuring all my interviewers about my stability.
Q: So you lied to your interviewers; you had already planned to change the job for which you were being interviewed on a particular day?
A: Yes, you can change jobs only when the market is up and companies are hiring. You tell me “ can I get a job now because of the slowdown? No. So one should change jobs for higher salaries only when the market is up because that is the only time when companies hire and can afford the expected salaries.
Q: What have you gained by doing such things?
A: That's the question I was waiting for. In Jan 2003, I had a fixed salary (without variables) of say Rs. X p.a. In January 2009, my salary was 8X. So assuming my salary was Rs.3 lakh p.a. in Jan 2003, my last drawn salary in Jan 2009 was Rs.24 lakh p.a. (without variable). I never bothered about variable as I had no intention to stay for 1 year and go through the appraisal process to wait for the company to give me a hike.
Q: So you decided on your own hike?
A: Yes, in 2003, I could see the slowdown coming again in future like it had happened in 2001-02. Though I was not sure by when the next slowdown would come, I was pretty sure I wanted a ˜debt-free™ life before being laid off again. So I planned my hike targets on a yearly basis without waiting for the year to complete.
Q: So are you debt-free now?
A: Yes, I earned so much by virtue of job changes for money and spent so little that today I have a loan free 2 BR flat (1200 sq.. feet) plus a loan free big car without bothering about any EMIs. I am laid off too but I do not complain at all.
Note: Employees and Employer have to think about this..........
If I have laid off companies for money, it is OK if a company lays me off because of lack of money.
Q: Who is complaining?
A: All those guys who are not getting a job to pay their EMIs off are complaining. They had made fun of me saying I am a job hopper and do not have any company loyalty. Now I ask them what they gained by their company loyalty; they too are laid off like me and pass comments to me “ why will you bother about us, you are already debt-free. They were still in the bracket of 12-14 lakh p.a. when they were laid off.
Q: What is your advice to professionals?
A: Like Narayan Murthy had said “ love your job and not your company because you never know when your company will stop loving you. In the same lines, love yourself and your family needs more than the company's needs. Companies can keep coming and going; family will always remain the same. Make money for yourself first and simultaneously make money for the company, not the other way around.
Q: What is your biggest pain point with companies?
A: When a company does well, its CEO will address the entire company saying, ˜well done guys, it is YOUR company, keep up the hard work, I am with you. But when the slowdown happens and the company does not do so well, the same CEO will say, It is MY company and to save the company, I have to take tough decisions including asking people to go. So think about your financial stability first; when you get laid off, your kids will complain to you and not your boss.
Thanks & Regards,
S.Grace Paul Regan
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