Human Resources Management

Human Resources Management presents special challenges for the Human Resources leader in
organizations. Effective Human Resources Management requires special HR tools, special

approaches to management, and access to professional Human Resources associations,
education, and publications. Learn more about all aspects of management specific to Human
Resources management.
Anyone who works in human resources management knows that the job comes with great joys
and great sorrows. And all along the way, memorable first moments with people occur.
Sometimes you feel prepared for the moments; some sneak up and surprise you. Whether you're
new to management, starting a department, or just looking for a refresher, these tips will help.
1. Safe, Healthy & Happy Workplace

Creating a safe, healthy and happy workplace will ensure that your employees feel at home and stay
with your organization for a very long time. Capture their pulse through employee surveys.
2. Open Book Management Style
Sharing information about contracts, sales, new clients, management objectives, company policies,
employee personal data, etc., ensures that the employees are as enthusiastic about the business as
the management. Through this open book process, you can gradually create a culture of participative
management and ignite the creative endeavor of your work force. It involves making people an
interested party to your strategic decisions, thus, aligning them to your business objectives. Be as
open as you can. It helps in building trust and motivates employees. Employee Self Service Portal,
Manager On-Line, etc., are the tools available today to the management to practice this style.
3. Performance-linked Bonuses
Paying out bonuses or having any kind of variable compensation plan can be both an incentive and a
disillusionment, based on how it is administered and communicated. Bonus must be designed in
such a way that people understand that there is no payout unless the company hits a certain level of
profitability. Additional criteria could be the team's success and the individual's performance. Never
pay out bonus without measuring performance, unless it is a statuory obligation.

4. 360-Degree Performance Management Feedback System
This system, which solicits feedback from seniors (including the boss), peers and subordinates, has
been increasingly embraced as the best of all available methods for collecting performance feedback.
Gone are the days of working hard to impress only one person, now the opinions of all matter,
especially if you are in a leadership role (at any level). Every person in the team is responsible for
giving relevant, positive and constructive feedback. Such systems also help in identifying leaders for
higher level positions in the organization. Senior managers could use this feedback for self
development.

5. Fair Evaluation System for Employees
Develop an evaluation system that clearly links individual performance to corporate business goals
and priorities. Each employee should have well-defined reporting relationships. Self-rating as a part
of evaluation process empowers employees. Evaluation becomes fairer if it is based on the records of
periodic counselings and achievements of the employee, tracked over the year. For higher objectivity,
besides the immediate boss, each employee should be screened by the next higher level (often called
a Reviewer). Cross-functional feedback, if obtained by the immediate boss from another manager
(for whom this employee's work is also important), will add to the fairness of the system. Relative
ratings of all subordinates reporting to the same manager is another tool for fairness of evaluation.
Normalisaion of evaluation is yet another dimension of improving fairness.

6. Knowledge Sharing
Adopt a systematic approach to ensure that knowledge management supports strategy. Store
knowledge in databases to provide greater access to information posted either by the company or the
employees on the knowledge portals of the company. When an employee returns after attending any
competencies or skills development program, sharing essential knowledge with others could be made
mandatory. Innovative ideas (implemented at the work place) are good to be posted on these
knowledge sharing platforms. However, what to store and how to maintain a knowledge base
requires deep thinking to avoid clutter.

7. Highlight Performers
Create profiles of top performers and make these visible though company intranet, display boards,
etc. It will encourage others to put in their best, thereby creating a competitive environment within
the company. If a systems approach is followed to shortlist high performers, you can surely avoid
disgruntlements.

8. Open House Discussions & Feedback Mechanism
Ideas rule the world. Great organizations recognize, nurture and execute great ideas. Employees are
the biggest source of ideas. The only thing that can stop great ideas flooding your organization is the
lack of an appropriate mechanism to capture ideas. Open house discussions, employee-management
meets, suggestion boxes and ideas capture tools such as Critical Incidents Diaries are the building
blocks that can help the Managers to identify and develop talent.

9. Reward Ceremonies
Merely recognizing talent does not work, you need to couple it with ceremonies where recognition is
broadcast. Looking at the Dollar Check is often less significant than listening to the thunderous
applause by colleagues in a public forum.

10. Delight Employees with the Unexpected
The last but not least way is to occasionally delight your employees with unexpected things that may
come in the form of a reward, a gift or a well-done certificate. Reward not only the top performers
but also a few others who are in need of motivation to exhibit their potential.

Human Resources Management

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Human Resources Management

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Human Resources Management presents special challenges for the Human Resources leader in

organizations. Effective Human Resources Management requires special HR tools, special

1. Safe, Healthy & Happy Workplace

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