RETICULATED EMPLOYEE ATTITUDE AND GRATIFICATION

The important parameters wherein the work of HR professional rotates are looking over employee attitudes which is quiet clearly depicted by their behaviors and the job satisfaction levels. No matter the level of satisfaction in terms of the job are not similar for every employee but still organizational programs & the management practices create a deep impact on the productivity level of employees. No matter management schools given quiet impressive and good lectures on what we say - Organizational behaviors, attitude building & so on. But how much do each employee carry forward those lectures into the practical life? Hardly can be seen in scenario where the employees hardly even interact with each other.

The responsibility of choosing a right employee for a right job i.e the one who matches well with the requirement of job lies completely on the head of HR professional. Work situation matters alot in terms of job satisfaction and organizational impact. Employee attitudes and outcomes are directly related to each other. If somewhere the employees are not motivated enough to give results and doing work for the sake of just doing it, then an HR professional is accountable for the same. HR department is considered to be the center or i must re frame it as heart of any organization from where the entire circulation part is regulated.The incongruity by HR professional , makes the entire system paralyzed as each factor starting from employee attitudes and there job satisfaction levels directly smashup the outcomes.

Some core factors which help in forming the employee attitudes are-

- Career development.

- Relationship with management.

- Compensation and benefits.

- Work environment.

Lacking clear and defined roles make things more worse as an individual looses its focus on its core area and unable to deliver what is expected out of him / her. The work job satisfaction rotates around fulfillment, commitment and engagement into a job. Recognition to an employee for his efforts is equally important. Now the satisfaction can come by - Hike in salary, better compensation, promotions to the higher level and off course more of benefits. These factors achieved at an optimal level definitely act like a value addition and engages employee more towards his work.

Insufficient knowledge , inability to select the qualified and good competent workers for a particular job, lack of communications , lack of job definitions all these factors affect the job satisfaction negatively.The management should keep a check on overcoming these discrepancies so that the ultimate aim of achieving goals and strategic requirements of organization are met timely and in an effective way.

Job satisfaction and the devotion to job affect each other reciprocally and have an impact on performance levels.Efforts to improve the processes and practices within the organization are essential in order to have a good healthy environment. At last the most important factor is that happy employees are more productive.Creating happy employees and keeping them engaged towards their work ultimately results in having higher levels of job satisfaction.The vindication among the attitude of employees and there satisfaction is practically relevant and henceforth organizations should focus on the same.

HAPPY READING

Interlude in performance levels

Generating high revenues and high incomes are the core aims of any business or an organization because these organizations have this kind of Business Model. Even though strategies and plans are made at almost every quarter meetings & even reviews are done, but still there exists a gap in terms of setting up right strategies and further that goes even beyond the setting up of those strategies is their right implementation. YOUR PEOPLE ARE YOUR BUSINESS. One cannot forget this fact that no matter what more than your strategy , or your marketing plan, IT system , finance department, management information system all put together cannot make that difference which even people in organization can make.


 The people are considered to be the key for success. So to transform business, its essential to transform your people.

So the need of hour in order to cover this interlude is to take personal responsibility for their own performance, as well that of overall work. Once the people in organization engage in doing this, probably the levels of performance can be much higher and even productivity levels would be higher. The gap had been found in organizations due to various reasons. Having said that few of them are as given below-

ü The organizations rarely track the performance against the top priority goals which had been set.

ü Miscommunication within the organization.

ü Lack of follow ups.

ü Performance bottlenecks are not visible to top management in various situations.

ü Strategy & top priority needs do not match on the same wavelength.

The issues like how well team communicates, aligns around the top initiatives, creates short term & long term plans & hold themselves accountable for results matters a lot. The biggest disparity lies in lack of right delivery of message to people. They are hardly aware of what is expected out of them. Moreover its really painful to see at times that people do not have clarity in terms of the roles assigned to them. Job responsibility comes later; people are not even clear about their job roles. This discrepancy is not because the middle management or lower management people are not willing to work, but it is probably because the higher management hardly takes time out to discuss with its people about the difficulties they are facing.

It essential to have clear & defined roles for each employee in an organization & hence then we can expect higher productivity. Problems are endless, but if we carefully analyze this interlude & try to find out the solutions then success may not be far and even organizations can reach their goals in short span of time. All that is needed is to keep a right track of things to have them moving on a right track.

HAPPY READING!

TRAINING AS A CARPENTER TOOL

Training & development has gained a tremendous recognition in past 5 years and is widely adopted. But there are instances when people run from training and they think it is a shear wastage of time. It is curse on the part of organizations who lay alot of emphasis on training and use it as a tool to bring improvement. So this tool of training and development is no more different from carpenters tool which he uses to pound a nail and we use training as a tool to get job in some cases, while to sustain job in the other. No doubt it is widely accepted concept now and human resources is laying great emphasis on the same but let me ask this question from every trainer- that are you targeting the right audience?

Carpenter when pound a nail in the log of wood is aware of the fact that whether the wood is Suitable for this work or not. Similarly when i compare training to a carpenters tool, it means that training needs to be given at a right place and a right time and when it is required. This in  turn means a good need analysis is mandatory before deciding what kind of training has to be given.At last its important to make trainings effective and productive. Now its predefined that training can always create effective employees becauses  it requires equal participation from the participants too.

Evaluating the persisting problems within the organization and then working on those is one way to acheive a successful training.There are lot of expectations from an employee and a certain kind of skillset which is required by a certain job. So in order to achieve the same the training needs have to be taken seriously. For example - in an organization the trainer might be hired for the purpose of providing training to employees timely and in a systematic manner but in case the burden increases and more of responsibility is given to the trainer , in that case a trainer may serve other roles also. For instance he may have to even tackle the customer problems who walk into the system for their queries. So in that case its essential to make this employee acquainted with the training on customer handling. Here the training can also help people accept the challenge if evolving jobs.


If the things in the world donot change and everything is stagnant  or i can say the lack of dynamics in the organizations is there, then in that case no one needs to emphasize on training. No matter it might be done for employee development but still it would be less critical to an organizations success. So this follows by having a good need analysis not only on the part of employee development but also keeping into accomplishment of organizations objectives.A clear look on the significant changes that have taken place in the organization is essential.

Training needs arise from various circumstances -
- the installation of new equipment or techniques into the system.
- change in the working methods or products.
- labor shortage.
- A desire to improve quality.
- an increase in number of accidents.
- promotion or transfer of employees.

There can be more reasons for having trainings but yes the ultimate aim lies in having productive outcomes from them. The carpenter spends hours a day to cut wood and provide us with so many products , so in such a way a trainer creates a lot of difference if given a right place at right time and again with the right kind of attitude. Keeping into the mind the good reasons behind training it should be made mandate and should be followed and taken seriously.

Happy reading!

BFGI Mega Job Fair

PLACEMENT DRIVE LIFE CELL AT BFGI ON JULY 16, 2011

JOB OPPORTUNITIES AT LIFE CELL INTERNATIONAL

JOB OPPORTUNITIES AT  LIFE CELL INTERNATIONAL

Company Profile:

LifeCell is India's first & largest private stem cell bank and stem cells solutions provider to bring the revolutionary concept of umbilical cord stem cell banking to India. LifeCell started its operations in 2004 with cryogenic preservation of umbilical cord blood stem cells at its advanced facility in Chennai. The company has a technological collaboration & exclusive license agreement with CRYO-CELL International Inc. - the world's first and largest stem cell bank. Since 1992, Cryo-Cell has helped nearly 185,000 clients worldwide.

For More Info visit: http://www.lifecellinternational.com/

  Eligibility      : B.Sc. Biotechnology / MBA

  Designation: Relationship Executive

 To achieve the target sales that is communicated from time to time.

To visit two hospital every day and meet gynecologist and generate leads of expectant mothers.

To give 3 presentations to expectant parents per day.

To enter the leads generated from the field and to fill the activities carried out in the field daily in CRM.

To project an appropriate image of the company in the field (expectant mother and doctors)

To inform all activities happening in the field such as competitor activities and market feedback to Center Head.

To take Center Heads to all A class doctors and hospital for relationship building routinely.

To induct the New RE’s in the field as and when required.

 Tentative Salary: Rs. 1.44 Lac + Incentives+ Conveyance

Interview Date: 16.07.2011

Time: 10:00 AM

Venue: BFGI CAMPUS

 Contact at: M- 9501117006

BFGI Mega Job Fair 26/06/2011