Human Spirit: A Recession - Proof Tool to Enhance HR


By

Mrs. Susri Sangita Mohanty
Sr. Lecturer (HR)
Mrs. Monalika Rath
Lecturer (HR)
Global Institute Of Management
Bhubaneswar
 


INTRODUCTION

The current financial crisis is only a part of the process through which humanity has evolved. It has nothing to do with unwanted speculations as in the ultimate analysis it is the human spirit that will stand tall and last.

It is also the time we recognize what has caused the world to remain intact- the human spirit. Thus it is very aptly said that, 'Nothing is impossible in the era of nothing'

The fact remains that we move with the pace of the cycle, all, but at last to perish. Great successes are continuously created even then past records are continuously erased from the living memory.

Life should be like a river. We must continue flowing, halting on higher altitudes but once we gather enough water behind we must topple every altitude, every blockade. Nothing should stop us from meeting our sea, even if it means the end of ourselves, we must flow, and this optimism should be a part of living. We must know and appreciate the ultimate truth - Death.  So why not to work hard for a better death. This proposal may seem somewhat ambiguous but not suggesting suicide, rather we should aim for a glorious death - much like the death of the great souls of history that creates vacuum. But all this will require excellence in life. Target should not be oriented for self, rather our effort should be for the cause of self and for the self of all.

Karmanye vadhikaraste Ma Phalesu Kadachana………

The bulk of Foreign Direct Investment (FDI) received by the state makes it one of the most capitalized nations of the world. In the present financial crisis, the state provides large scale aids. By doing this the state is only performing its duty for which it has been established. However the state must go beyond its duty and serve to become the great facilitator of the human spirit. This can be done by providing basic minimum support for a dignified life for the historically downtrodden. It has to make them able to enter the competition

Here begins the role of the HR. Now-a-days the HR transformation has been a buzzword in India Inc. This transformation or changes or dynamism in the role of HRM comes as a consequence of three trends converging: globalization, demographic changes and skill shortages.

The scarcity of one of the most critical resources – Human Talent will position HRM as one of the most forceful factors in an organization's growth and productivity. To meet this challenge, the HR professionals will have to break away from the "just-in-time" culture to a "long-term planning" of the companies skills need.

Changing Role of HR  :-

The evolving role of HR has brought with it additional powers a well as added responsibilities to match steps with the changing pace. They are:

* Balancing the act :  The role of the HR manager must be parallel to the needs of the changing organization. The HR manager acts as a strategic partner, employees sponsor, or an advocate and a change mentor who always tries to maintain a balance in smooth functioning of an organization.

The HR manager contributes to the development and the accomplishment of the organisation-wide business plans and objectives. He contributes to the organisation by constantly assessing the effectiveness of the HR function and sponsoring change in other departments and in work practices. To promote the overall success of the organisation, he champions the HR identification of the organizational mission, vision, values, goals and action plans.

* Consulting Center: "HR is now a consulting center. People come here for ideas on how to increase their employee's productivity. HR is no longer just 'runs' HR programmes and holds the manager's hands, but provides consulting advice, coaching and training in the use of the best people tools and services that lead to increased employee productivity.. The company's speed of change must be mirrored in HR initiatives. So, HR managers constantly do things faster and better by using technology in everything they do."

* HR as a part of business: HR as such has implication in business so it is now treated as a part of business. The policies that the HR frame and the programmes they formulate have a bearing on people's performance, and in turn, on the company's business. They lay down the path for people to perform, and the company to progress.

They are now the one who has to prepare raw materials, give inputs, process to be used & the required output for successful organization.

* The role of an HR manager is just equal to the role of software professionals who keeps himself update with time. They need to know how to do innovatives, and have the ability to use what they know. As a result, HR professionals are supposed to have become adept in a range of new competency areas, the most important being in becoming a 'credible activist', or performing as 'human resources with an attitude'. In addition to this, they are required to be the culture and change stewards and are strategy architects with a vision to make the organization win in the future, as well as play an active part in the establishment of the overall strategy."

Employers are starting to feel the vicious bite of the global financial crisis and many are cutting back on costs and staff. The HR role here is to enhance the motivation of the employees and make their career recession – proof at this juncture. The HR mantra to make an employee's career recession proof are to :

a) Be Indispensable: Make your work bigger and better, then indulge in a little self-promotion so your stunning results don't escape the boss's attention.

b) Don't be a business expense: Demonstrate that you are personally keeping profits as high as possible. Pinch pennies, cut costs and generate sources of revenue so that the boss will see you as a money saver rather than a business expense

c) It's all about attitude : Remember that any stinginess might be out of necessity rather than cruelty, so you are just going to have to grin and bear it for the time being. So develop positive thinking and be approachable in your attitude.

d) Update your skills: Keep building skills that add value to you as an employee. It doesn't take the latest technology to figure out that someone who is up-to-date and useful across different areas of the business won't be the first one shown the door.

e) Keep an eye out : It pays to always be one step ahead of the game and, if you are going to have to start job search, it's good to be aware of what's out there. That said; don't jump too soon. If you know a new job could be waiting in the wings, it's definitely worth picking up a solid redundancy payout on the way out the door.

f) Get a job where there is a skill shortage: Resources industries are still in the grip of a skills shortage, which means not only you will be able to land yourself a job but a very decent salary to go along with it. Despite a slowdown in residential construction, builders, plumbers and other trades are still in high demand on commercial projects.

g) Show your strengths: Reinforce the core competencies and values that make your organization successful. Talk about how they will help the organization thrive in the future.

h) Be visible: Credibility, conviction and passion are important messages that only actual presence can convey.

 i) Give up the myth of message control : Find ways to listen to what is on employees' minds. Monitor the press and social media for what is being said about your company and your industry.

 j) Be humane: Some employees are experiencing personal trauma from falling account balances and home prices. Acknowledge their pain and make them aware of the resources at their disposal.

* Proper communication To maintain employee morale during times of financial crisis, the HR manager can lessen employee fears by communicating clearly on topics such as pensions, investments and even job security.

* Emotional Intelligence: Managers have to effectively manage their teams and deal with a work environment characterized by continuous change. Therefore, obtaining the trust and support of employees is crucial.  Social and emotional competencies as well as man-management skills become important abilities for a successful leader. Managers who excel in their career are those whose skills are gained from the competencies which derive from high "Emotional Intelligence" i.e. the role of emotion in an intuitive decision process .The role of HR here is to make aware of this emotional intelligence in employees to meet the crisis.

Conclusion:

To sum up, the HR manager played a pivotal role in the past, is presently playing complex roles and will continue to play more challenging, constructive and creative role in future especially in ensuring a positive motivational climate within the organization.

The global HR transformation is an essential factor to see a strategic vision and help in arriving effective decisions. The enhancement of human spirit can help to revive the recession crisis because it is this human spirit which is ultimately going to give solace to the mankind in general. In this light the HR has to probe more to handle its employees as well as the management of the organizations.
 


Mrs. Susri Sangita Mohanty
Sr. Lecturer (HR)
Mrs. Monalika Rath
Lecturer (HR)
Global Institute Of Management
Bhubaneswar
 

Source: E-mail April 16, 2009

          

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