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HR Policies in my Company – Part 2

HR-with-a-human-voiceContinuing from my earlier post, here I have my broad objectives for creating HR policies in my company. Writing it down, so that my future ‘human resources’ can apprise me if I do not deliver in this part.

For me the best HR policies are the ones that are capable of:

  1. Providing Good Compensation in terms of monetary value, leaves, and work life balance:

We are working to get paid. It’s a myth that people who love doing their job are not interested in money. Honey, there are only few things that money can’t buy. And all work and no play make Jack a ‘robot’. Our forefathers were intelligent enough to introduce ‘festivals’ in our social fabric to ensure humans interact with each other and bring one close to families, friends, and near and dear one. Some visionary must have thought of the same and introduced ‘leaves’.

Nothing will motivate an employee as a good compensation and good number of leaves to include sick leaves, paid leaves, casual leaves, and gazetted or government holidays.

Work-life balance is a new age term and gels well with modern thinking. We work to earn so that we can lead a better life. What’s the point in earning lacs by slogging day and night, when you only spend the amount on clearing bills and loans and not with your family? Work hours should be defined and followed, and employees should be encouraged to finish work in those hours only. Exceptions are allowed but they should remain exceptions and not become routine.

  1. Establishing Better Environment in terms of transparency, clear communications, defined career and/or promotion path:

We criticize government for not being transparent. The same rule applies to business as well. Each and every process of each and every department should be well documented, followed with transparency. Communications should never be closed and effective communication leads to further transparency. One example could be employee should know the reasons for not being properly appraised or for promoting others instead. Another could be team member knowing the team’s work and team member’s pending work.

If business has not decided on how their employees are going to progress in their career at the company, then the company has failed to visualize their own growth. Like they say fail to plan and you effectively and definitely plan to fail. As much apt for business as for employees.  Regular trainings, be it for soft skills or hard skills, should be provided to employees. Expecting employee to get the training themselves is one part. Motivating employees to get training and providing training is the game changer.

  1. Promulgating Happy Culture:

We spend a good 8-9 waking hours at office. Shouldn’t this place be a happy place where people are willing to come every day to enhance their progress and are motivate to work every day? Happy culture need not only include celebrations of festivals or ‘happy hours’ but an overall environment. Examples could be of allowing employee to decide their work completion pattern within specified timelines and allowing employees to take a break to relax and refresh the ‘hard working mind’.

  1. Creating Leaders:

If we see the present start-up culture in India, we often hear X person working in A capacity with Y company has started this new start-up, A being a high position and Y being a big company. The one thing that immediately comes to my mind is that Y company has groomed X to be a leader in his A capacity, eventually creating a leader to lead a new company.

A business should always strive to groom people for next positions. You cannot just throw people into sea and expect them to learn swimming in seconds.

Lastly, I agree, despite all the above objectives, attrition will be there in such company and people will leave. I think people should not be stuck with a single company for their entire career. Unless they move out and experience different things, how can they appreciate the good things provided by the company or how can they come forward to put forth their criticism. Moreover, such movement will help people in gaining experiences, which will eventually help them in their personal and professional life. So, my objective would be to allow people to move as they are best judge for themselves and equally allow them to re-join. At least, people would not leave with bitter feelings. And, yes, they would be encouraged to provide honest answers, without the fear of jeopardizing their future with new company or with old company.

And I would not have anarchic practices at my company that are still being followed even by some big companies. Liz Ryan has done a terrific job by providing us with these anarchic practices. Check out http://www.forbes.com/sites/lizryan/2014/01/26/ten-mad-men-era-hr-practices-to-ditch-in-2014/#211c1e68dba4

I would like to thank Agilent for giving me an opportunity to work with them and experiencing the best HR policy in my first job. I would also like to thank Tata Sons for rolling out the amazing policies. I wold also thank the websites of Google, BCG, Bain and other big MNC for providing me a glimpse of their work environment. You have shaped my thinking and these objectives are an outcome of the best practices you follow.

Photo source: http://www.forbes.com/sites/lizryan/2014/01/26/ten-mad-men-era-hr-practices-to-ditch-in-2014/#211c1e68dba4


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HR Policies in my Company – Part 1

HR-with-a-human-voiceI read an article in today’s Economic Times newspaper about new woman-centric policies including paid maternity leave of seven months being rolled out at Tata Sons, the holding company of the Tata Group. Other companies in the group are likely to adopt it in the near future since policies at the Tata Group companies are traditionally shaped by the initiatives at Tata Sons.  The policies come in effect since May 2016. The policies have been shaped to effectively help a woman balance work and life at various stages of woman such as child-birth, early childhood care, flexible working, care for elderly, and care for child.

The policies are listed as below:

  • Seven-month maternity leave with full pay, in which the leave can be taken from two months prior to child-birth;
  • Work from home with reduced hours for 18 months for early childhood care after completing the maternity leave with half-pay for half working day;
  • Flexibility to shift to a flexi-work arrangement such as work from home for women wishing to work full-time after completing the maternity leave;
  • One year of leave during the total course of their employment for child care or elder care upon completion of five years in service, with compensation of 50% of last drawn salary;
  • Performance rating during maternity leave and flexible work will be based on the average of the previous two years’ ratings or ratings for the ongoing year, whichever is higher;
  • No impact on promotions during this period and maternity leave, flexible work, work from home to be considered as continuous service; and
  • Six-month adoption leave;
  • Six-month surrogacy leave; and
  • 15 days of paternity leave

Wow. That is holistic approach and definitely commendable. Tata Group has always been a better employer and does have a human-side and seriously treats human resources as ‘humans’.  I wish that this initiative becomes ‘a new benchmark in India’, where the HR policies are still seen as just an another mandatory yet non-interested policy (Many not be everywhere, but definitely somewhere this mentality would be evident)

I have been toying with the idea of starting my own and the first thing that always comes to my mind after outlining the technical implementation details is “what should be my company’s HR policies?” I started my career with MNC, Agilent Technologies, ranked 7 on best place to work. Then I shifted to start-up and then to law firms in Patents domain. I have seen the work style, atmosphere, and environment. I have had and having my interpretation and categorization of ‘good’, ‘better’, ‘bad’, ‘ugly’, and ‘worst’ of the HR policies at these companies.

I feel HR policies should be in tune with business goals and objective but at the same time should have a humanistic approach. After all, as business groups you are employing ‘humans’ and not ‘robots’ to work at assembly lines.

HR department should not be ‘under control’ of people who can influence your appraisals and career growth. HR Department should be like a place where each and every employee, no matter what position he has, can go and talk freely about anything related to workplace without fear of any negative backlash.

P.S.: The next post broadly outlines my objectives of for creating HR policies in my company. Otherwise this post would have been a boring post. J

Source of ET article: http://economictimes.indiatimes.com/articleshow/52084422.cms?utm_source=contentofinterest&utm_medium=text&utm_campaign=cppst

Photo source: http://www.forbes.com/sites/lizryan/2014/01/26/ten-mad-men-era-hr-practices-to-ditch-in-2014/#211c1e68dba4


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Tick tock … Rama Murty..!!!

Rama Murty is walking in a shadowy alley. The alley was dimly lit and dark. It was cool. But it felt like death calmness and cold, as if something has happened and something is about to happen the next very moment. He sees strange faces staring at him very strangely. Rama Murty was unable either to understand the strange expression or to decipher the reason behind the same. There is silence even though so many strange faces are passing by. Yet, Rama Murty hears so much of chaos. Silent chaos. He doesn’t understand if the chaos is within him or is emanating from inside the strange faces. Nevertheless he keeps walking. Suddenly he hears his name as if someone is calling him from behind. “Raama Mooortiiie”, as if someone is singing his name. The vice is sweet and for a moment he feels relief. But then a thought crosses his mind. Nobody calls him like this. Nobody has called him like that ever. His heart pounds.

The voice grows closer. The sweetness in the voice is still there but something has changed. Then he hears “Tick tock Rama Murty. Tick tock.” No sweetness but an eeriness coupled with a strange hastiness. Again “Tick tock Rama Murty. Tick tock..Tick tock.. Tick tock…Rama.. Tick Tock.” As the voices comes closer, the hastiness increases, Rama Murty began walking faster so does his heart..thumping faster. Blood is rushing to Rama’s face.

Suddenly a gentle touch on Rama’s shoulder. In a split second, touch changes into poking but is still gentle. And the voice again says “Tick tock Rama Murty. Tick tock.” Rama Murty can hear his own breath which has now started coming from his mouth. He has only been walking faster but heart is pounding as if he has been running as fast as he could to save his life. The gentle poking has now been replaced with intense poking. Rama Murty feels something is pricking into his shoulder. He still does not dare to look back. Suddenly, a different voice growls “Rama Murty”. The voice thunders in the eerily silent shadowy alley. The pocking is replaced by shaking. With a pounding heart, Rama Murty turns around and sees Mr. Aiyyar..!!!! His manager.!!!!

Rama Murty opens his eyes to see him standing at his desk, in his bay, and is shouting at him. In his office, in broad daylight, and in front of so many people. So many strange faces. Something falls somewhere and finally Rama Murty is awaken from his slumber.

The power nap in office has brought his fears to forefront.

(C) Lavanya, 2015