Every organization, no matter its size, faces challenges in people management. HR Executives are often bewildered by imperceptible causes of poor performance which might be a result of any or a combination of the following factors – Lower productivity and/or absenteeism Frequent interpersonal conflict between peers and team members Slow or uninspiring decisions Creative drought,
Category: Optimizing HR effectivenss
Organizations today are hotbeds for stress creation. Constant deadlines, unbridled competition and the dissipation of empathy in the cut throat professional environment are driving people to the ER with various ailments both physical (headaches, acidity or even frequent colds) and mental (anxiety and depression). The good news is that stress can be managed if the
No rocket science here, Freud and other psychologists came up with personality theories that extolled the impact of personality traits on the person’s behavior. Unfortunately we rarely take individual differences into consideration when we deal with people in any facet of life. Nowhere is this more important than at the hiring office of large organizations.
The tendency of organizations to lose HR focus is a trend that worries me. During downtimes in organizations, the first to go under the axe is HRM and training. The thinking goes that we have hired trained employees, so we do not need any more training urgently. Put all training programs on hold. Hold that
