Submitted by Vivek Kumar Jain, a post-graduate in business management from Dehradun

Three issues will rock your organisation sooner or later either in a big way or in parts if care is not taken :

• Human Resource Dissatisfaction
• Breakdown of Communication Network (internal in an organisation)
• Attitude Problem (persistent among employees)

To solve / cater to these three main problems, I would like to suggest two focused solutions –

1. Human resource Delight for internal customers
2. Communications Audit

1.1. What is Human Resource Delight ?

Delight means the innermost desire of any employee, who envisions his lifestyle in the near future through his unique way of taking the organisation / dealing with organizational matters, within the range of the company’s reach, which erupts out as soon as he feels good, feels his persona is / will be appreciated or he would feel delighted in doing so.

In other words, Human Resource Delight refers to a state wherein the employee feels that in the job he is doing he has applied his mind and heart out to it and always endeavours to improvise.

1.2. How is the future going to change?

The I.T boom would in the near future be taken over by what would be known as the H.R.R. (Human Resource Revolution & Renaissance ) wherein unplanned organizations (as far as Human Resource is concerned) would have –

• Increased turnover (inspite of excellent pay)
• Decreased productivity
• Increased gap between the corporate vision and the employee vision
• Reduction of HR D (Human Resource Development) Department to mere HR department (which exists in many organizations even now)
• People shifting to smaller sized organizations to better positions in preference to larger sized organizations and better pay packets.        

Now, leaving apart everything aforesaid , the crux of the matter is –

1.3. How does this HR Delight come/ How do I get HR Delight in my organisation???

The solution or a part of it lies in the question itself------

Think….

The moment you have this phrase in your mind ,just for a moment expand the term d-e-l-i-g-h-t and think………..(for a minute). We all know what this word means to us, i.e.,a customer buying our product again and again and again……

Plan of Action 1 -

Just spend 15-20 minutes and choose 2(Two) Middle Level employees whom you know well in your organization. Then get their views on what they think about the organization ,why and if they were given your chair, ask them what difference would they deliver to the organization.

See the difference for yourself !!!!!

Cross check --- After your exercise, ask/get this activity done with the same 2 employees through somebody else .

Result --- Check both (Plan of action 1 & Cross check) , the slightest of deviation gives you ample proof of how your organisation is gearing up for the future and what you need to work upon. Well, if everything matches perfectly then you can be pretty sure of your organizational health and that your company is fully geared up to meet any challenges.

Plan of Action2 –

Get a Communication Audit done, viz.,placing of linkpins or knowledge of the undercurrents and grapevines in and out of the formal hierarchy level in the organization and evaluation of this information in light of the organisation’s vision. Get these titbits recorded regularly and notice how fast changes occur in the employees' mind and you get a visible solution -------

Which employees / groups change at what pace and how to make best use of them?

Plan of Action 3 --

Finally give points to employees in your appraisal process with due weightage to the following:

• Practical understanding of the company's business
• Speed of picking up facts and figures
• Creativity
• Value Addition done in any way.

 

" Recognize these H. R. Delight factuals

To anticipate future results (now) at actuals. "

If, I have delivered a little bit /contributed towards your organisation , I would be eager to hear from you.

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