HR Strategies in Place in your Company
Established in 1997 and headquartered at Iselin, New Jersey, DCM Group Inc., d/b/a i3 Software is a global IT solutions, services and consulting company. We are a product development company on Insurance domain and also IBM Premium business partners provides various solutions in Enterprise Management besides Microsoft technologies across all the verticals and are focused on delivering world class, custom built, state of the art solutions, on-time, and on-budget.
There were lot of strategic initiatives that I have taken care in the current company since last 2 years in the following areas:
Statutory compliance, Employment offers/notice periods/recruitments team/performance appraisal/building organization culture-mapping core competencies with organization KPAs/Rewards and Recognition program/travel policy issues/employee satisfaction surveys/quality management systems.
We do believe in creating a better work environment by way of providing flexi work hours. We do have employee relationship management in developing good relationships around the floor.
Today trends seen in HR
Companies are definitelyconstantly engaged in retaining valuable employees and attracting new talent. Optimal utilization of resources and providing better work environment along with Job security, automation of processes in small business. HR Business/Strategic partner role is increasing that gives impetus to the handle business challenges. OD Initiatives has been improving with is paying attention to social needs of individuals apart from addressing diversity issues.
Difficulties in Planning Human Resource in an ever changing business
Starting from planning man power ahead is subjected to anticipation of possibilities, so this needs absolutely thorough analysis depending upon good research data available with us
Possibilities of risk involved in losing a committed and talented resources available and high risk of hiring of similar talent within the time frame depending on the competition that we have in the market.
Focus of manager in terms of resource management and resource engagement is increasing which might be a difficulty tasks within as per the needs as proactive strategies also needs to be planned ahead.
Creating a better work places looking into the competition around and also our business needs / limitations within.
HR Relationship with the CEO
HR should be treated as a business strategic partner by the CEO’s then a recruitment cell. CEOs should have open doors for HR and always discuss issues related to Culture /OD, HR cost; help HR to build business cases and employees welfare. Participation of HR in all the meetings/should be part of PMO to facilitate required output by the management.
HR Professional should focus their energies in building their abilities constructively selling their HR Initiatives with the management and for these CEOs should encourage empowerment within.
Biggest Pain Point
Today’s generation of new talent; there is a decline in committed people who hold high integrity and ethical values. People are running for fast bucks, sincerity is lacking where candidates are holding multiple offers and play around with the employers.
Management at times ignores HR and they are the last bunch of people to be empowered. HR Team training is ignored and expects wonders with the least knowledge HR has, this kind of scenarios are evident in small to mid-size organizations or probably their individual restricted roles.
HR Strategies in Place in your Company
No false promises, Avoid favoritism; avoid confrontation; avoid gossip but I believe motivation of 1 employee should be inspiration for the other to fellow but not like only Sachin is batting so the 14th man can stay back going unnoticed. Rewarding an employee shall be a ceremony to celebrate and know what it takes to achieve an award and set examples.
One on one meeting with employees who have the ability to perform better but need guidance and mentoring.
HR Connect programs that helps and employee to comfortably raise their concerns and HR initiatives to help the one in needy.
On occasions I do bring in surprises in store to bring in employee delight.
Some of the leadership development programs being held & results obtained
Usually I recommend my model that I have developed ‘LEGAL Cycle”: Learn –Earn-Guide/Groom and Lead. This is held once in a half year for identification of leads and execution of this program. This has definitely helped young talent to start thinking at the conceptual levels.
Identifying Leaders promoting them to the next level
This is based on tenure on title of employment and also performance driven backed with commitment and sincerity/loyalty of the employee to explore all possibilities of career growth within the organization.
Recruiting & retaining the diverse and ambitious Generation Y. Are they really ambitious
Based on our Retention policy in place, retaining of employees does happen on case to case basis.
Recruitment's as said above we are very clear about the following Commitment, Sincerity, and Personal Philosophy of his life, Business Focus, Personal Impact, flexibility; ambition and Organizational fitment.