Everyone is striving for success whether it is their personal life or professional career. Here are some ways which can help you to be successful in your life.
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HR as a “Change Agent”
Recession, downsizing, inflation and outsourcing have made it a must for Human Resource professionals to lead for the high performance. They have to prove how they can add value to the organization; they have to prove their strategic role.
As it is known that “The only source to the competitive edge in this dynamic era is that how fast you change compared to your competitors.” HR does not only have to build structures and process but now the most important responsibility for HR is supporting the change rather we say leading the change.
Extraditing Change Management Results
There are many theories on how to bring change, how to manage change and how to lead change. We are not going to discuss the theories here. As an HR professional we just have to understand
What is the need to change?
What is a planned change and why it is called organizational development?
What are the basic reasons people resist to change?
How reduce resistance to change?
If we comprehend the above four questions it will make easier to facilitate a prolific change.
- Gain allegiance to desirable changes
- Speed up the pace of prolonged change
- Acquire greater capacity for prospect change
Missing My ‘Abbu Ji’ badly …. few days left in my wedding
Missing my ‘Abbu Ji’ badly. May ALLAH (S.W.T) bless his soul.
Five years have passed
I’ll never forget the day
Someone rang to tell me
That you’d gone away
The hurt is the same
Like an open wound
There are days
I don’t utter a sound
Some days the pain is stronger
It makes me sick and weak
I can’t stand this much longer
I just sit here and weep
I’ve shut my private door
And let no one in
Locking myself in a box
They try, but I won’t give in
You were like a rock
Strong, faithful and true
What worth has my life
Now I don’t have you
I was not the best
Guilty of neglect
But you know daddy dearest
I had so much respect
I always loved you
My dad, my star
Now my pain is
To worship you from afar
I love you now
As I did back then
I just hope… one day
I will see you again
I am so proud of you
Brave and strong to the end
Now when asked “how are you?”
There is no need to pretend
We all love and miss you so much, sleep well
and take care of all who went before you
Wish You Were Here….by © Diana Doyle
I have changed this a little for me 😦
Why HR is unable to be an HR in Saith organizations?
Normally termed as “Saithe” cultured organization in Pakistan the Sole-
Proprietorship organization is not a heaven for HR people. However still there are so many Saithe organizations and many of us are working in such organizations.
Many people are of the view that “Saiths” does not want to have HR. The only reason of existence of HR department in Saith organizations is that the Saith only wants to show off that we are a very standardized organization. Some people say that they only keep this department to comply with ISO standards.
There might be as many valid opinions as possible but I carry a different point of view. Saiths do want to keep HR department and it is a basic need for them. The level of benefit Saiths have got from HR is far above than any multinational.
Basically “Saith” is the name of a specific mindset. They need a person who can save their money at “Any Cost”. They need a person who can face the employees who are not satisfied because of getting a very low increment. A person is needed who can be used to face employees instead of being used as a bridge between employees and management. In such situations HR is one who is paid for calculations and documentations instead of any strategic decisions.
As a suggestion I would request all such organizations not hire someone who really wants to be in the field of HR. It spoils her/his career. They can have someone on very cheap cost for all these services. HR is indeed to be a strategic partner of your organization. If you are not interested to share your decision making process with HR you should not hire a qualified HR practitioner. One more thing it is not only the matter of decisions related to HR departments internal issues. Being a strategic partner HR “must” be involved in any business expansion, product diversification or any other strategic level issues. But it is more amazing that organizations even do not have a “vision” and not even have a strategy and still paying heavy cost to the non-“Strategic partner” HR.
* This article does not represent any single organization and is a story about more than 100s of Saith organizations in Pakistan. 🙂
Got Certified as a “Trainer & Facilitator”
Training & Development is my passion which dragged me to the field of HR from the Customer Service and Sales industry. For this passion I had been putting all my efforts in the filed of T&D. I have already studied a course on Organization Development and also on Training & Development in my specialization at UMT.
Still the quest for more expertise in this field always evoked my interest for a certification. I had been looking for different certification programs meanwhile I was really concerned with the contents covered in different “Train the Trainer” programs and also with the trainer style and expertise. I found an invitation from HR AcademyTM and the offered content was really interesting. Also the training and evaluation method for this certification was very good.
The certification event was held on October 07, 2010 at Royal Palm Golf & Country Club. Thank you to the Honorable Chief Guest Mr. Shafique Uqaili ( ABL) and respected guests including Mr. Bakhtiar Khawaja (Bank Alfalah), Brig . Taimur A.Khan (Qarshi Industries), Nadeem Akram (Worldcall / Omantel) , Muhammad Saleem (Makro Habib) , Shaista Hassan (Metro Cash n Carry), Adeel Anwer ( Metro Cash & Carry), Yousuf Jamshed (ABB) , Tuba Kazmi (Descon Power & Chemicals) and Hyder Chaudry (Servis Industries) who participated in the event to commemorate the graduating participants and to enlighten them with their wisdom.
Extended thanks to the lead trainer Medeeha J. Khan who really made this training a success.
Performance Excellence by Performance Management
Performance Management is mostly perceived as the system that management can use to identify basic parameters for setting the increments and salaries. We cannot deny the fact that rewards are also very much linked with and employees performance. What we need to understand is that Performance Management system is not only a measurement tool to identify whether a person will be given certain percentage of increment or not. Dilemma is that it is widely being used like this. Even when we look at the Academic approach towards Performance management mostly it is perceived as support tool for compensation management.
We need to understand the importance and significance of the performance management system instead of just using it for a performance appraisal and conducting an evaluation meeting where a manager can penalize the employee. Performance management is indeed meant to increase effectiveness and efficiency in employee performance. It is a basic tool to achieve organizational goals and to achieve organizational success.
Compensation system is attached to it just because we want to motivate employees to achieve the given goals and objectives. It means that compensation management is to be used as a tool for effectiveness of PM system.
Basic Need of PM system
As mentioned above, the basic need of PM system is to help the organization achieve its targets and objectives. It should help trickle down organizational objectives into personal objectives for every single individual. An ideal system should also suggest that what are the performance lacking areas of a person and how can (s)he improve in those areas.
“Don’t lower your expectations to meet your performance. Raise your level of performance to meet your expectations. Expect the best of yourself, and then do what is necessary to make it a reality.” ~Ralph Martson~
Let’s open up & add value to HR practices
I have asked a question from many HR young professionals and students of HR that If your boss asks what is the benefit of having HR department for my organization?
Mostly what I get is “HR is an ear to management, to listen employees’ problems” or “HR considers employees as an asset instead of liability”. What I ask next is “Can this be done without having HR dept. or not?”
The obvious answer is YES. If HR is just to listen to employee problems which they can not directly say in front of management, it can be accomplished by just designating a person who can encrypt the problems and present in front of the management.
If HR people really do not want to be a vanished specie like dinosaurs they must prove the reason to exist. We have to provide a reasonable answer to this question which can address the problems of an employer. A very beautiful answer to this question was once given by a senior HR practitioner, Mr. Sohail Rizvi (AGM – HR & QA at Bank Alfalah Limited). He replied to my question that “HR has to make the workplace an ‘ideal workplace’, so that the employees can give their maximum and love to work with the organization, resulting in optimum growth of the organization.”
This is what convinces an employer to have a competent HR professional on board. So we have to open up and really add value to our traditional practices.
HR Minds Pakistan 