Basic Trends in HRD – #Human Resource Development The basic motive of HRD would be to develop an enduring and healthy #work culture. It should also take into its fold the #training and developmental aspects of the workforce that forms the significant segment of the organization. It is a means to improve the overall organizational effectiveness but not an end in itself. HRD Philosophy: The philosophy of an organization is understood through #policies and operations and not merely through its programmes. HRD policies, #plans and action must commence from business #strategy. The key to the success of HRD is undoubtedly good industrial relations enhanced by effective #employee participation and existence of good #collective bargaining machinery. A Source of Motivation: Though #man power planning, training and #appraisal seem to be the core activities of HRD, it must also be used as an instrument for changing the work culture and motivating the workforce. This considerably improves the network of communication resulting in a sea change or turn around in terms of employee participation and #commitment. Concept of HRD: The #business environment is dynamic and so are the demands of the market. It is but important to review the organization structure to meet these demands of the changed environment. To establish and endure a #productive work culture to bring about improvements in organizational as well as technological disciplines. To train and develop employees in new skills for new #technology advanced operations and effective #performance. To bring about progress in the motivational #climate of the organization To bring the systems and procedures in line to deliver the expected results To reinforce participative culture and safety systems To maintain peaceful industrial relations in the production environment To revamp man power planning in order to match the individuals with jobs to #optimize utilization of available skills. Changing Environment: The process of HRD is directly linked to OD to facilitate the development of an organization in totality. To restructure organization in terms of #physical resource, #monetary resource and technology, one has to first understand the changes happening and challenges existing in the immediate external environment. Some of them would be #Competitor Pressure #Globalization of markets Rising aspirations of people at large Governmental policies etc., How has HR used #social media? A relatively late-adaptor, HR has largely used social media in recruitment…and indeed how!!! – In 2010 in US, only 6% of companies were using social media for recruitment, now that has exploded to 89% – 82 of the Fortune 100 companies uses the corporate hiring solutions of #LinkedIn – About 21% of working professionals are looking for a job – social media helps companies tap into the other 79% as well. Bullhorn’s 2012 Social Recruiting Activity Report says:“A #Twitter follower is almost 3 times more likely to apply to a job posting than a LinkedIn connection and 8 times more likely to apply than a #Facebook friend.” Human Resources professionals understand that social media ishere to stay…That’s the easy answer!!!The challenge is integrating use of a cohesive, relevant andeffective social media strategy aligned to the overall HR & business strategy of the organization. Information Courtesy – by National HRD...

In any organization, utmost importance is given to human resource management. Handling or manipulating other resources like physical, financial or production is at your discretion. When it comes to managing your employees, there you go! You start feeling the pinch. Man is like a “live wire” and if you don’t possess the mastery to understand and utilize the power behind his psyche, then you are at a loss and you are not capable of what is called “the wizard touch”. Maintaining the Employee Morale The main problem with your subordinates or even with yourself might be boosting up of morale. Always keeping yourself in a cheerful proposition will take you to greater heights, as it helps you to achieve your goals faster. Human strength lies in self belief which is his reserved store of strength, the one which he never utilizes or not allowed to utilize to the fullest extent possible. A bureaucratic or autocratic manager should understand the fact that when human mind is given a chance to explore with full freedom instead of following orders it comes out with the greatest ideas; which may prove fruitful to your organization in a big way. Make Your Work-force Dynamic If a person wants to become successful in a business venture, he should possess the fire of unfailing enthusiasm and the nerve to face the adversities that come in his way. Life is a game and so is business. You can play the game fearlessly when you are backed up by like-minded individuals who will carry on your fire to the next level. So, it is important on your part to prepare your subordinates to adapt to the different dimensions of the business atmosphere and make them more dynamic. Human mind has the power to grasp things faster than what we assume it to be. Even average performers can be transformed into star performers when, The work itself is appealing, yielding and useful The work has scope for independent activities The Work defines goals or targets The social atmosphere created by the manager is warm Innovative ideas are welcome Empathy on part of the manager The Power of Relaxation Another important aspect for the betterment of human psyche is relaxation. A relaxed mind can achieve things hundred times better. People who are always on the run have the feeling that they have not accomplished much. If you keenly observe, only 8 hours of productive work is done every day. In order to accomplish whatever you have in your agenda, you definitely need to relax and plan. The art of resting the mind and the power to dismiss all worries and exhaustion is probably the winning formula. The employer who secures the goodwill of his employees can accomplish more with less effort and exhaustion. Try to bring out the creativity of your subordinates to make the climate of your firm cordial and the attitude...

Changing Trends and Challenges in HRM The very conception of Human resource management has changed tremendously in the recent past as it has taken a new form and shape that embraces each and every activity of the organization, as every action requires human intervention. Human resource has become the most important of all the resources from the point, where it was merely one of the many resources. What has caused this great transformation? What has made firms recognise that manpower is the most important of all resources to the extent of including human resource in their accounting as assets! Evolution of HRM: A thorough analysis of the evolution of human resource management clearly indicates the exceptional quality of manpower, especially managers to tackle the very many challenges that come on their way. A manager who was merely a reporter to the top level management has now become indispensable. The laborers whether skilled or unskilled cannot be treated the way they were treated earlier, as the introduction of many labor laws support their cause. The legal framework guides the organization in terms of pay scale, bonus and increments and supports the workers in their welfare, security and safety. Globalization, Privatization and Liberalization: With the initiation of globalization, privatization and liberalization the firms are exposed to more competition and the managers have to put their think tanks to the best use in order to sustain and succeed in the market. People from various background work together in a multinational firm; their language, dress code, food habits, style of working and adaptability are quite different from one another. A human resource manager must go for a “culture” that is unique to the organization. He has to be proactive in order to safeguard the employees from a “culture shock”, by training them sufficiently before induction.   Human behavior: Management of human resources by itself is complex and it needs people with special skills. The unpredictable nature of human behavior makes the job more difficult. In the task of managing the emotions and behavior of his employees, a manager must not lose his composure at any point of time for which he has to be a balanced personality. How many of us are gifted with a balanced state of mind and especially in a crisis situation many of us scream our lungs out and blame others for our own faults. Employee Motivation: Motivating the employees to do the job and steer them in the right direction is a Himalayan task for most of the managers. For this they have to adopt a participative style of leadership that will make the employee come closer to them in terms of trust and openness and also it enhances the productivity by improving the efficiency. A relaxed mind is more efficient than one with tight cords. It thinks and acts freely and gives its best. Now a days employees are more educated and informative, so you cannot take them for granted. They are aware of their rights and privileges regarding their jobs and work environment and managers need to handle them very cautiously and intelligently when it comes to satisfying their needs, sentiments and attitude. Handling a large number of employees, allotment of employees to shifts, managing the turnover and keeping the morale high are some of the challenges that the management has to face up to. Achieving the Desired Results: The biggest challenge of any modern manager would be to show results by managing his team. Achieving targets in the specified time is a herculean task; also making people working for the firm realize and understand that unless and until their products and services are of international standards and customer satisfying,...

Emotional Intelligence for Effective Inter Personal Relationships What is Emotional Intelligence : an ability or capacity to perceive, assess, and manage the emotions of one’s self, and of others. Role of Emotions: Emotions play a critical role in organizations where there is a need for people to work in groups or teams. A leader who is strong in mind and thoughtful can perceive, observe and direct the emotions of the team members through proper channels. Such a leader is said to be “emotionally intelligent”. No! It is not about intelligence quotient but emotional intelligence. Empathy is the ultimate quality expected in leaders and managers rather than being rated high in the IQ scale.The capacity to perceive, scrutinize and manage one’s own emotions and that of others is one major factor of advantage in the concept of emotional intelligence. An emotionally intelligent person can institutionalize and manage change as well as make powerful decisions. Grooming of Human Mind and Skills: Human resource management throws up a real challenge to corporate organizations, where human minds and skills have to be groomed for the purpose of transcending their performance to remarkable levels in order to satisfy the production requirements. This is possible only when an organization has a leader who can draft and amalgamate the process of relationship management and skill development without a glitch for the benefit of the organization . Transformational leadership with constructive attitude and open approach is well appreciated and accepted by the worker force. What are the distinct features of emotional intelligence? High perception Being insightful Sensitive to the needs and requirements of the employees Self-control Self-awareness Open communication Empathy Change management skills Effective decision making Ever sanguine Instrumental in developing interpersonal skills Breaks the conventional rules Aggressive and daring in his approach Socially popular and easily gain acceptance Motivation driver The rational quotient behind emotional intelligence helps people to think and act smart even during nerve-racking situations.Emotional intelligence helps people to think and act in a logical manner in stressful situations that can divert their energy into positive thinking. A leader with high emotional intelligence can work efficiently with his team members. The spirit of exuberance from the leader acts as a positive signal and takes the pressure off the employees’ mind. It is this ability to identify and understand the emotions of people working under him makes him a comrade rather than a commando. Why EI is Necessary? Emotional intelligence is necessary for top level executives at management level to stand out and succeed. An ordinary employee who does mundane job everyday is expected to be technically sound and well-trained. The same criterion can never be applied to a manager or a chief executive who is bound to manage both formal and informal teams working under the same roof. Only persons who are emotionally sound can uphold the proceedings with dynamism and verve. By motivating human personnel you can get things done in a smooth manner: Give them a fresh start to prove themselves in case if they fail at the first attempt Anger management of self/others Channelize the emotions of self/others and create positive vibes Perceive the problems from various angles to get a complete picture Understanding the root of the problem Treating work as fun Thinking out of the box – parallel thinking and creative thinking must be encouraged amongst the employee group. People with high emotional intelligence are the ones needed in business community as big corporate organizations always find it difficult to manage human resource. The management has to devise a system that takes into account the intricacies of human mind and assigning right people to handle the perplexities....

New Paradigms in Employee Retention What is Employee Retention: It refers to the various policies and practices which let the employees stick to an organization for a longer period of time . It refers to the ability of an organization to retain its employees. HRM Practices: A company to ground itself successfully in the chosen field of activity should adhere to sound human resource management practices, as it is firmly believed that human resource is an asset and investment in human capital paves way for comprehensive development. Many firms fail, in spite of being resourceful in terms of capital, infrastructure and technology. The reason shall be attributed to ineffective handling of human skills or misappropriation of human potential. Human resource management involves not only in recruiting and selecting the right people but also empowering them by suitable training to enhance their technical skills and expertise to perform tasks. The Purpose of Training: Training ultimately aims at converting theorists to performers and orients itself towards accomplishing the enterprise objectives. Big corporate companies concentrate on talent acquisition from the pool of fresh graduates and experienced hands in the IT industry as well. They create a lively corporate atmosphere with “an intelligence network” contributing to the success of the organization. Recruitment and Selection: If you have a feeling that, recruitment and selection are mere procedures to be followed for the sake of selection of human resource, kindly change that notion. These are the crucial steps which determine the fate of your organization. People from different disciplines form a team to achieve the goals and objectives of your organization. Leading a group with such diversity is a feat in itself. Selecting knowledge workers whom you believe will achieve your corporate mission and devising the human resource practices in accordance with their work-life balance will yield great results. Training Programmes: Training programs are developed for different spheres of activity by experienced trainers under the guidance of the top management. Proper training to the trainees ensures maximum work done in minimum time. Training not only makes individuals more informative and knowledgeable but also action buffs. Learning is a key process in training that brings about the desired change in behavior. Corporate companies are also concerned about the career prospects of employees working for them, as they are very well aware of the fact that providing lateral and vertical growth prospects for their workers is the only possible way to retain them. Another way for employee retention is to offer compensation on par or higher than industry standards and periodic review of their pay or compensation in accordance with the performance standards. This method of evaluation is suitable only for companies where workers are highly self motivated and have the capability to understand what it takes to reach the next level in their career ladder. Flexi-Timings: Flexibility is introduced in work life by some of the big corporates who try to visualize the practical problems faced by their employees, particularly women, who come to work. They offer “flexi-timings” in work and support by running “crèche” to nurture new borns. It has been proved that a small siesta after lunch improves the brain activity. The HR policies formulated by the management must encompass all the elements needed for a holistic vision, mission and business growth. This can be made possible by maximizing the efficiency of human capital that adds value to the organization. Note: Companies will also continue to remain generous with pay packages but the big change will be that they will invest a lot more in training and development. “Acquiring talent is much more expensive than grooming...