By addressing financial security, mental and physical wellbeing, growth opportunities, and cultivating a positive work culture, HR becomes the Happiness Resource within an organisation.
ARTICLES
“Names and attributes must be accommodated to the essence of things and not the essence to the names, since things come first and names afterwards.” – Galileo Galilei In one of the landmark study, involving more than 20,000 new hires and 1,400 HR Executives to determine why new...
With growing Indian economy and evolving socio-economic conditions of workforce, it's to be seen how the new four day work week shapes in the country.
Toxic organisations are usually defined as largely ineffective as well as destructive to its employees. They thrive on control and exist in a constant state of crisis - they depend on disasters to make needed changes.
A workforce which is accountable will be proactive, innovative, collaborative & work with a sense of unity. Accountability will be visible through smaller actions observable on a daily basis, such as being punctual, responsive& having honest conversations.
The employer must also carry out orientation programmes and seminars for the members of the Internal Committee, carry out employees' awareness programmes, conduct capacity building and skill building programmes for the members of the Internal Committee, and declare the names and contact details of...
When companies have strict regulations against personal relationships, it can deter employees, but not completely dissuade them. As a result, we will have people going to inordinate lengths to be secretive about their relationships, causing far more distractions than if they did not have to hide...
If talent management & engagement is interweaved with initiatives to sensitize people on values, ethics and code of conduct and policies, we can breathe a sigh of relief!
It is very difficult for HR & the organisation to keep themselves away from treating this as a purely personal matter as it is bound to impact colleagues around the two involved in this kind of a relationship.
Let us look at relevant policies as to how best to modify them and protect the interests and natural rights of employees and the long-term interest of the Organisation. The very approach an organisation wish to take towards office romance cannot be restrictive.
