Mission - HR Talent 2009 Competition for Business Students in Andhra Pradesh

We are conducting a unique 4 level HR Competition including Practical assignments in judging the "Mission - HR Talent 2009". Please review the link for more information : www.husys.net /missionhr.html

Please pass it on to students who are pursuing the Business Program as part of MBA/MHRM/PGDM etc.,

Last Date for Entries : 19th November 2009

Thanks,

Warm Regards,
Reddy GR

TRAINING IMPORTANCE IN ORGANISATIONS

GR is on Yourstory.in please vote for him on : http://www.yourstory.in/news/1063-frontpage/2487-gundlapally-ramalinga-reddy-founder-husys-consulting-pvt-ltd

Photo: GR Presenting @ Hysea
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Training Importance in Organisations

Today's ever changing world pose a great challenge for Organisations. Here are some of the Reasons for Training & Development as a prominent function in Organisational Development and Growth.

External Competitiveness: As the organisations are moving from a Product based focus to Customer centric Focus… The people aspect of Business becomes the critical factor. The more the competitive Resources the better competitive edge of the organisation in the market place.

Competition : The Competition is the most critical factor for creating the above competitive edge. As the Competition increases in the market the focus on skill enhancement and multi-utility of Resources to face the challenges would increase. The ability to understand the need of the market competition and build and execute market centric training modules would help the organisation to continue growth.

Changing Business Needs : The External and Internal focus for growth on business would build the gap between the current and expected training needs. This changing business need based on the new product launch, customer expectations would always bring focus on Training.

Processes: The processes defines the success rate of the organisation in the market. The better the process and are understood by the employees/associates the better output. This needs a lot of orientation and training on the different processes for business effectiveness. Organisational Processes adherence would focus on continuous training and orientation.

Technical/Functional Demand: When there is a change in the technology and/or functional enhancement in the organisation due to the new inputs and advancements creates a demand for Training within the organisation.

All the programs which have an immediate impact for the enhancement of the Skill and usability on the Job are considered as Trainings. All the initiatives which are long-term in nature and built as part of the Career Development in the organisation are terms as Developmental programs.

REgards,
Reddy GR
www.husys.net

TRAINING PROMINENCE

GR is on Yourstory.in please vote for him on this link: http://www.yourstory.in/news/1063-frontpage/2487-gundlapally-ramalinga-reddy-founder-husys-consulting-pvt-ltd

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In this writeup we discuss about the importance of training in an Organisation. Here are some of the Reasons for Training & Development as a prominent function in Organisational Development and Growth.

External Competitiveness: As the organisations are moving from a Product based focus to Customer centric Focus… The people aspect of Business becomes the critical factor. The more the competitive Resources the better competitive edge of the organisation in the market place.

Competition : The Competition is the most critical factor for creating the above competitive edge. As the Competition increases in the market the focus on skill enhancement and multi-utility of Resources to face the challenges would increase. The ability to understand the need of the market competition and build and execute market centric training modules would help the organisation to continue growth.

Changing Business Needs : The External and Internal focus for growth on business would build the gap between the current and expected training needs. This changing business need based on the new product launch, customer expectations would always bring focus on Training.

Processes: The processes defines the success rate of the organisation in the market. The better the process and are understood by the employees/associates the better output. This needs a lot of orientation and training on the different processes for business effectiveness. Organisational Processes adherence would focus on continuous training and orientation.

Technical/Functional Demand: When there is a change in the technology and/or functional enhancement in the organisation due to the new inputs and advancements creates a demand for Training within the organisation.

All the programs which have an immediate impact for the enhancement of the Skill and usability on the Job are considered as Trainings. All the initiatives which are long-term in nature and built as part of the Career Development in the organisation are terms as Developmental programs.

Rate GR Reddy - Husys on Yourstory.in : http://www.yourstory.in/news/1063-frontpage/2487-gundlapally-ramalinga-reddy-founder-husys-consulting-pvt-ltd

Please vote GR during 1st sept to 30th sept 2009 on this link

http://www.yourstory.in/news/1063-frontpage/2487-gundlapally-ramalinga-reddy-founder-husys-consulting-pvt-ltd


Please visit the above link and vote for me as part of a new contest
on yourstory.in.

We at Husys are the pioneers in creating a concept for support of
SME's in India, this contest would support in making sure that what we
believe helps the SME world.


Thanks,

Warm Regards,

GR Reddy
Chief Facilitator
Husys - HR Function Management Company

Employee Feedback Survey - A Serious Tool for Development of Organisation

GR Works with Husys Consulting as Chief Facilitator... The information shared is out of his own experience to help the SME's to grow to next level.


Every organisation strives to build and manage the trust with employees (associates) by continuous communication and feedback mechanism. Employee feedback survey is a serious tool and it sets the expectations and increase the perception levels higher (positive/negative)… hence its important to build a system, which would communicate the importance and action orientation to the employees. This is termed as Employee Feedback Survey (not Satisfaction Survey) to make sure that you are collecting feedback for improvement….

Preparedness : Any Employee Feedback survey require the primary stack holders & management approval not just by words for with a commitment to improve on the negative feedback and build on the positive feedback.

Action Oriented : Any employee feedback system should have a strong action orientation in implementing the feedback for better organizational results.

Communication: Continuous feedback on the action results a way to give confidence for the coming years.

Areas of Focus : Please do not focus on just one part of the system eg: Only on Managerial or leadership issues, Work environment or Customer Orientation. An Employee Feedback system should have an integration of all the Dimensions of the organisation which are inter-related and can build synergy.

Various Dimensions of the Organizations: A suggestive list as follow:
 Work Environment – conducive environment for work
 Leadership, Vision, Mission and Organizational Direction
 Communication – Organizational, departmental and employee level
 Employee Relations & Team based practices– Relations with peers, sub-ordinates, and Superiors
 Career progression – Reviews, Career Ladders, Support system
 Training – the overall organizational, Process/Quality, functional/technical & behavioral
 Others as per the organizational needs

Create a Survey Questionnaire: Create simple questions (statements) related to each of the dimension above. List at least 4-5 questions in each of the dimensions of the organisation. Test the understanding and the related focus. There are in-depth level surveys conducted scientifically, however in the absence this is used as a tool to create some benchmark internally.
Make sure that the questionnaire has statements on each of the dimension between Strongly Agree (+ve), Agree, Sometimes Agree/Sometimes Disagree, Disagree to Strongly Disagree(SD) and ascertain the weight age to each category.
Build in the Demographic Details for the analysis purposes – Age, tenure, sex, qualification, maritial status, department, division etc.,

Communicate:
Communicate and do preparatory activities to the employees at large… convert the questionnaire into various languages if required based on the employee orientation and capacity.

Execute / Administer:
Online – if you have a capability and also the employees are able to give the exact feedback online. Of course this is the most easiest to build and execute the system.
Offline / Pen & Paper : Print the questionnaire, orient the staff… Create neutral administrators at each of the employee location(s).

Feedback & Action Plan :
Collate the information and create the feedback and suggestions. Communicate the results at large (big picture)… Share the information department/function wise… Set action Items based on the intensity and the location/division/department to execute… Eg: Anything related to training – Training Department to work on the action items as per the feedback.
Create an organisation wide action item list and share (email/notice/intranet)…
Make sure that You involve all the employees as partners for any improvements on the suggestions and feedback received so that its perceived as an organizational initiative.

Track & Update from time to time:
Continuously update the action items and communicate to the teams during your weekly/monthly/quarterly meetings / magazines or any other medium.

*** THIS IS JUST AN OUTLINE…FOR MORE INFORMATION reach US AT HUSYS (www.husys.net)

THE MORE YOU INVOLVE PEOPLE… THE BETTER RESULTS FOR ORGANISATIONAL BENEFIT

Information About Swine Flu - Keep employees/associates informed

Please inform the employees/associates about this and take enough care to make sure that the virus doesn't spread. As Always "Prevention is Better than CURE"

Brief Information
About Swine Flu

Swine Flu or Swine Influenza, also called H1N1 Flu is an acute disease of respiratory system affecting pigs, caused by influenza virus (H1NI subtype). Now-a-days it is affecting humans too. World Health Organization (WHO) has declared Swine flu as pandemic, since it has already traveled more than 70 countries all over the world.
• First case in humans was reported in Mexico and the United States in March and April, 2009.
• In India, it was diagnosed for the first time in Hyderabad on May 16, 2009.
• On June 11 2009, WHO raised a pandemic alert level to Phase 6 globally (Phase 6 - indicates that a global pandemic is underway)
This illness is referred as "swine flu" because the genes of this virus strain were found to be similar to influenza virus occurring in pigs in North America. But, further studies have indicated that the virus is very different from the virus affecting North American pigs. It consists of two genes similar to that found in flu viruses affecting pigs in Europe and Asia, avian and human genes. Hence, scientists call it as "Quadruple Reassortant" virus.

Usually H1N1 does not infect but human infections can happen. It is communicable and can spread from person to person. Since, it is new to humans, there is little or no immunity against it and can cause severe and widespread impact.

Currently, there is no vaccine for protecting against this H1N1 virus. Therefore, it becomes important to follow "Prevention is better than cure". Most of the infected humans have recovered without any medication. According to Centers for Disease Control and Prevention (CDC), further more cases, more hospitalizations and more deaths are anticipated in the near future.


Mortality and Morbidity

Till date, the maximum number of confirmed and probable cases of H1N1 flu was in the age group between 5 and 24-years-old. For now, there are few cases and no deaths reported in the age of more than 64 years old, unlike seasonal flu.


Pathogenesis

Pigs carry the virus and spread it to young animals. However, there is no evidence that they remain in true long term carrier state. After inhalation, the virus gets deposited on the surface of the lower respiratory tract.

Incubation Period: The estimated incubation period in humans is unknown and could range from 1-7 days, and more likely 1-4 days. Patient may be contagious from one day before they develop symptoms to up to 7 days after they get sick. Younger children might potentially be contagious for longer periods.



Pathology
Uncomplicated infections might cause changes in the cranial ventral lung lobes. Bronchial and mediastinal lymph nodes get enlarged. The pathological changes that can be seen are:
• Sharp line of demarcation between normal and affected lung tissue can be identified with the affected tissue being purple and firm.
• Interlobular edema can be found in few cases.
• Airways get filled up with blood-tinged fibrinous exudates with peribronchial and perivascular cellular infiltration.
• Fibrinous pleuritis is seen in severe cases.
• Microscopically lesions show airways filled with exudate, with extensive alveolar atelectasis, interstitial pneumonia and emphysema.
• Research revealed that widespread interstitial pneumonia prevails up to 21 days after infection and causes hemorrhagic lymph nodes.


Transmission

Transmission of H1N1 is believed to be in a similar way to other influenza viruses.
• Large-particle respiratory droplet transmission: When an infected person coughs or sneezes near a susceptible person, airborne transmission occurs. It requires close contact between the infected and recipient persons because droplets do not remain suspended in the air and travel short distances not more than 6 feet.

Respiratory secretions and bodily fluids (diarrheal stool) of infected cases are potentially infectious. However, susceptibility of ocular, conjunctival, or gastrointestinal infection is not yet known.

• Contact with contaminated surface: Sometimes people may become infected by touching something with flu viruses on it and then touching their mouth or nose. Studies have shown that virus can survive on environmental surfaces for nearly 2-8 hours after being deposited on the surface and have the potential for infecting a person.


What works against the transmission?
• H1N1 virus can be destroyed by heat at 167-212°F [75-100°C].
• Detergents (Soap), chemical germicides including chlorine, hydrogen peroxide, iodophors (iodine-based antiseptics), and alcohols are also effective against human influenza viruses, if used in proper concentration for a sufficient length of time.

For example, wipes or gels with alcohol in them can be used to clean hands. The gels should be rubbed into hands until they are dry.





Myths and Facts

• People get infected from eating or preparing pork.

Fact- This virus does not spread by food or from eating pork or pork products, if properly handled and cooked.


• There is a risk of virus transmission from drinking water.

Fact - Research on susceptibility of this virus to conventional drinking water treatment processes is not yet completed. However, recent studies have demonstrated that highly pathogenic H5N1 avian influenza gets inactivated by free chlorine levels normally used in drinking water treatment. So, it is believed that other influenza viruses like novel H1N1 can also be inactivated by chlorination. No human case was documented as caused by exposure to influenza-contaminated drinking water, till date.


• It can spread through water in swimming pools, water parks, spas, interactive fountains, and other recreational water venues.

Fact – Till now, no case of influenza virus infection has been documented as caused by water exposure. Recreational water treated with disinfectant at CDC recommended levels (1–3 parts per million [ppm or mg/L] for pools and 2–5 ppm for spas) does not cause transmission of influenza viruses like avian influenza A (H5N1) virus. No research is completed on the susceptibility of novel H1N1 virus to chlorine and other disinfectants used in swimming pools, water parks, spas, interactive fountains etc. So, it is believed that novel H1N1 might be disinfected similarly.

• There is a risk of spread at recreational water venues outside of the water!
Fact - Recreational water venues are not different from other common group setting.


Sign and Symptoms

Symptoms occuring in infected human by H1N1 are like any other flu symptoms.
• Fever
• Chills
• Headache
• Upper respiratory tract symptoms - cough, sore throat, rhinorrhea, shortness of breath
• Myalgia
• Arthralgia
• Fatigue
• Vomiting
• Diarrhea
Certain groups including infants, elderly and persons with compromised immune systems may have a typical presentations.

Prevention of Spread of Swine Flu
The following points must be taken care of by the ill person to prevent its spread in the community.
• Keep distance from people when sneezing or coughing. Cover your nose and mouth with a single use tissue while coughing or sneezing, and dispose the tissue in trash after use.
• Wash your hands with soap and water or alcohol-based hand cleaners frequently after coughing or sneezing and when you take off face cover.
• Avoid touching your eyes, nose or mouth to prevent spreading of germs.
• Avoid close contact/touching/hand shake/kissing/hugging sick people.
• Avoid traveling when you are sick, for minimum 7 days after you fall sick. Stay home from work or school if you are sick.
• Separate airy space should be provided for sick people in home. Try to be away from the patient at least by 1 meter distance. Caretakers should be assigned for the sick person.

Emergency Warning Signs

Signs and symptoms that indicate the need for urgent medical attention include:
In children-
• Fast breathing or trouble breathing
• Bluish skin color
• Not drinking enough fluids
• Not waking up or not interacting
• Being so irritable that the child does not want to be held
• Flu-like symptoms improve but then return with fever and worse cough
• Fever with a rash
In adults-
• Difficulty breathing or shortness of breath
• Pain or pressure in the chest or abdomen
• Sudden dizziness
• Confusion
• Severe or persistent vomiting

Diagnosing H1N1

Clinicians should suspect novel influenza (H1N1) virus if an acute febrile respiratory illness or sepsis-like syndrome is presented. But, not all people with suspected novel influenza (H1N1) infection need to have the diagnosis confirmed, especially, if the person resides in an affected area even if the illness is mild.

Indications for investigation are- if the persons
• Require hospitalization or
• Are at high-risk for severe disease.
Tests: Upper respiratory specimens should be collected for testing H1N1 which includes nasopharyngeal swab or aspirate, nasal swab plus a throat swab or nasal wash, or tracheal aspirate.
A trained physician / microbiologist preferably should collect the sample before anti-viral treatment. The specimens should be kept in a refrigerator (not a freezer) at 4°C in viral transport media until testing. The samples should be transported within 24 hours for testing. If transportation cannot be done within time, it should be stored at -70°C. Paired blood samples should also be collected at an interval of 14 days for serological testing. Confirmation of influenza A (H1N1) swine origin infection is done by:
• Real time RT PCR or
• Isolation of the virus in culture or
• Four-fold rise in virus specific neutralizing antibodies.
The samples are to be tested in BSL-3 laboratory. At present, the following laboratories are the identified laboratories for this purpose:
1 National Institute of Communicable Diseases, 22, Sham Nath Marg, Delhi [Tel. Nos. Influenza Monitoring Cell: 011-23921401; Director: 011-23913148]
2 National Institute of Virology, 20-A, Dr. Ambedkar Road, Pune-411001 [Tel.No. 020-26124386]
A confirmed case of novel influenza A (H1N1) virus infection is defined as a person with an influenza-like illness with laboratory confirmed novel influenza A (H1N1) virus infection by real-time RT-PCR or viral culture.

A probable case of novel influenza A (H1N1) virus infection is defined as a person with influenza-like-illness who is positive for influenza A, but negative for human H1 and H3 by influenza RT_PCR.

A suspected case of novel influenza A (H1N1) virus infection is defined as a person who does not meet the confirmed or probable case definition, and is not novel H1N1 test negative, and is/has:
• a previously healthy person < 65 years hospitalized for influenza like illness OR
• influenza like illness and resides in a state without confirmed cases, but has traveled to a state or country where there are one or more confirmed or probable cases OR
• influenza like illness and has an epidemiologic link in the past 7 days to a confirmed case or probable case


Complications

Spectrum of illness is not yet known completely for this novel influenza H1N1A infection. Complications are expected to be similar to seasonal influenza such as:
• Exacerbation of underlying chronic medical conditions
• Upper respiratory tract disease - sinusitis, otitis media, croup
• Lower respiratory tract disease - pneumonia, bronchiolitis, status asthmaticus
• Cardiac - myocarditis, pericarditis
• Musculoskeletal - myositis, rhabdomyolysis
• Neurologic - acute and post-infectious encephalopathy, encephalitis, febrile seizures, status epilepticus
• Toxic shock syndrome
• Secondary bacterial pneumonia with or without sepsis.


High Risk Groups for Developing Complications

The age and risk groups who are at higher risk for seasonal influenza complications are believed to be at higher risk for swine- influenza complications due to the insufficient data available.

Groups at higher risk for seasonal influenza complications include:
• Children less than 5 years old;
• Persons aged 65 years or older; (Uncertain)
• Children and adolescents (less than 18 years) who are receiving long-term aspirin therapy and who might be at risk for experiencing Reye syndrome after influenza virus infection;
• Pregnant women;
• Adults and children with chronic pulmonary, cardiovascular, hepatic, hematological, neurologic, neuromuscular, or metabolic disorders;
• Adults and children with immunosuppression (including immunosuppression caused by medications or by HIV);
• Residents of nursing homes and other chronic-care facilities.


Vaccine for H1N1 Influenza A virus

There are no vaccines to contain the current swine influenza virus, causing swine flu in humans. It is not known whether human seasonal influenza vaccines can provide any protection. Influenza viruses transform very quickly. Hence, WHO needs access to maximum viruses to select the most appropriate candidate vaccine virus. Developing a vaccine against the currently circulating virus strain is important to provide maximum protection to people.

How is HR Important for Small Businesses

Please do share your inputs on how Small Businesses can benefit with the HR Function in Place.
warm regards,
reddy GR
www.husys.net

Responses I received from LinkedIn:

Responses For “ How is HR Important for Small Businesses?"


Rishi Asthana
If you are a startup, you don't have the need to hire an HR because it will create an additional overhead. According to me, a small or startup business owner himself can manage all the operations if needed can outsource an offshore team which will be working for him from a remote place.

Janaki Gopikrishna
Small business have an advantage of having a direct interaction with the employees in the company. There are no hierarchies. So it also helps the HR design their programs for all employees in a more focussed manner. The culture formation process of a company can be easy since the size is small. All employees can be made aware of the vision, mission and core values of the company unlike it gets diluted in large organisations. People just come and go... There can be a situation vice versa also. But in most cases it depends upon how the founders want the company to shape up


Martin Thomas
HR function has no place in small businesses. Or start ups.

This kind of business is personal and the line management should incorporate the subject of HR in ther daily work.

Naresh [LION] Deevi
No matter the size HR Function is an integral part of the business..
next come whether it need a separate department( 1 or more people managing & running )....

Vidhya Charan
I feel HR could be as a shared responsibility with some other role such as Admin or Finance.

While many argue that small business will have overheads etc, its essential that very basic setup signifying that the business is set to grow and people will be the strength!

Many small issues on compensation, grievances, promotion etc can be well managed without the owner getting bogged with it.

Remember for a small business its essential to work ways for surviving and growing rather think of issues that could as well be handled with a shared responsibility.

Yes this responsibility could be vested with some one trust worthy!


Shankar Barua
Small Businesses are often more critically dependent upon particular individuals serving unique functions within the organization.
For example, a single lathe operater is worth a lot more to an organization that has just the one, as opposed to an organization that has 30.

And so, it will help to have some robust framework by which to recruit, reward, retain, and so on.

Robert Scalia
HR is important for small businesses in many different areas. There are a multitude of rules and regulations that must be adhered to on both federal and state levels. Compliance, especially for small businesses, may be a determining factor in a businesses success or demise. A sound attention to HR will also help small business owners’ transition as they continue to grow. HR will help you stay compliant, setup the foundation for your company’s policies, and ultimately provide structure for managing one of your most important assets, your employees.


imtiaz ahmed
HR as a separate functional department really depends on the size of the startup. I've done startups with as little as 5 people or as large as 250 people. Starting a large statup business without a fully authorized HR function, is a risk which which can and should be mitigated.

Max Sobol
this depends on the size of your business or more specifically, the number of resources that you currently have on staff. my experience has been that with under 20 people, the management team can comfortably get by using researched information and/or limited consulting help. more than that, and you should consider more professional/experienced help.


Bharath Daripally
HR is important for any type of organisation, what i feel is small company needs to be grow to a big company ,so in order to make success the key point is HR, for any company to be grow the strength lies in the HR department,HR is the human resource means it is resource,which is very important for each & every organisation,specially(SME's) because they deserve it!!

Janet Eisenhour
All businesses with employees need HR expertise and compliance. Yet, consultant services would satisfy the needs of very small businesses.

Daniel Bloom SPHR,SSBB,SCRP
The HR function has evolved over the last couple of years. The HR professional is or should be involved in more then the administration of the services to the human capital. Every day we turn around and it seems more and more new requirements are being thrown at companies no matter what your size. I.e. If you provide products or services to a client who services the government you become a federal contractor and subject to a whole wrath of requirements.Having either an on staff HR professional or a HR professional on retainer to be available as you need them it can be critical for the success of your organization.

Technology Support for SME HR Operations

GR Reddy works for Husys Consulting who are the pioneers in the HR Function Management/Outsourcing in the world. The views expressed are purely based on our experiences.

In Today's scenario each and every company in the Information Technology focus on the SME's across the Globe. The reason being SME's have never gone overboard during the peak and don't get distracted somuch during the Recession. That may be due to the conservativism, carefulness and focus on the deliverables constantly than projection to the external world. The resources work with SME's are generally enjoy the challenges and learning experiences. One of the effective way to help them to achieve what they want to achieve is by creating more time per day. That possible by way of creating a support system of IT which would enable them to earn more time per day.

I would focus on the HR Information systems to make sure that while making your decision on the IT for HR is focused.

- Never Buy a product as a BOX : There are many vendors who have a great box but doesn't have the capabilities to understand the depth of your organisation and customize (Ofcourse, each one use the word customization, true meaning is understanding the business and creating tailor made product)

- Make sure that You are Ready : Internal usage of computers and the extent to which the employees are friendly would define your Return on Investment on IT. You must ensure that the understanding and usage of basics of computers are known or trained across the organisation to make use of the systems effectively.

- Seek for Customization as a product : Many organisations struggle to implement and reap benefits of the IT support effectively. The Key is may be the CEO/Owner decided to bring it... The product may not have been customized... however continuous support in customisation would always the key for effective use of the IT systems.

- Knowledge of Vendors: One of the key element is any such products is all about the Domain/Knowledge of function. Many Implementation staff from the vendors lack the knowledge of business and the functional module implemented. Make sure that the implementation team would have a function consultant/associate from the Vendor to make it more suitable to your organisation.

Also invest in the Technology support for effective people management as a tool for organisational improvement. This would help in improving and monitoring the people related issues of organisation.

The best process with people and supported by technology is the mantra of modern business success.

Happy Tech-timing!!!!

For any questions please do write to gr@husys.net also visit www.husys.net for more information about Husys.

Good Organizational Structure, Clear Role and Responsibilities

The Organisational Structure Design would be the most important thing that one should work on. The Structure design should be able to take care of defining the basic levels based on the criticality of the work performed.

The levels in the organisation can be ensured to create the value to the organisation as it moves higher. For Example: Team Member Level in organisation should have a focus execution of the task as assigned and report back. Whereas the Top Management role would include identification of the futuristic and create a focus for achieving the organisational Targets.

Please do ensure that the organisation is not more than 3 major segments ( Team Member, Manager & Top Management). Make sure the each of the function identifies a support as per the team organisation.

Ensure that the Role & Responsibilities - the expected execution details are provided as part of Responsibility documentation.

Step I - Identify all the positions in the above Role Structure
Step II - Identify the key responsibilities not more than 8 items in each of the position
StepIII - Improve the baselevel expectations on each R&R from time to time as they master themselves
StepIV - Assign the same to each of the Associate

Further one can interlink these with the Objective Setting Exercise, we would discuss in the next post....

Please write your inputs and opinions on this blog through comments.

Thanks,

Warm Regards,
Reddy GR
www.husys.net

Lets VOTE : Employer Commitment to Elections

We have the General Elections 2009 and its a decision time for every individual and also for each one of us in the Business. The course of today's elections are going to define the way we see our businesses in future.

Each Employer/business owner/Business Professional has multiple responsibility towards the Future of India. You can plan to send in a note covering the importance of voting to employees, that pave way to contribute to the future of India. You play different roles:

- Role as a Voter ( I am sure each one of you would take your time to vote for a good cause and for our future)
- Role of Victim/Beneficiary
- Role of Encouraging our people to VOTE

As part of helping the employees to vote it is required to give a time off for casting their vote before turning up to office. Few methods to adapt are as below :

- As an organisation one can decide to start the work with a 1 hour delay ( by encouraging the employees to cast their vote in first hour and report to office)
- Provide for a 1-2 hours of break during the election day based on the date.
- For any others who have to cast their votes in other parts of the country - support them by allowing to use their respective leave balances.

This time the awareness is definitely very much in every part of the country/states/grassroot level... We hope for a better output with the involvement of all educated voter casting their right.

Happy Elections... Happy Future......

Time to Plan for year 2009 & Budget Realistically

As you are coming closure to the close of the year 2008-9 financial year, its important that you focus on planning for the next year. Here are the few steps suggest to ensure that you plan the most critical year ahead to beat the Recession Blues……

1- Define Organisational Objectives for year 2009-10
2- Identify the various matrices of organizational performance
3- Assign the basic assumptions based on Historical data for last year to future year and Make a tentative Manpower Plan (To be reviewed along the year)
4- Plan control mechanism every month for actuals Vs. Planned

Please refer to the previous posting on 29.1.09 for better utilization of the following inputs.

1. Define Organisational Objectives for year 2009-10
a. If you have not done the Clear objective setting till date or did not bother because of the good market condition earlier.
b. Its time that you tighten the basics of Objective setting & Communication to employees this year which would put you into the driver seat or else You are planning TO EXIT the BUSINESS.
c. Some of the Inputs for Creating Objectives
i. Identify the most critical measurements for organizational performance.
ii. Define the objectives clearly using the SMART rule – Simple/Specific, Measurable, Attainable, Realistic/Realtime & Timelines for completion.
iii. Do not take more than 6-8 objectives may include Revenue, New Investment, Business expansion geographies/verticals, Quality, People Development, Technology & specific organizational developmental objectives.

2. Identify the various matrices of Organisational Performance
a. This may include various ratios related to Revenue Vs. People (Month wise, Division Wise and Yearly)
i. Revenue per person/employee
ii. Operational activities/logistics per Person/Employee
iii. Ratio of support function vs. the number of people in organisation
b. Based on the ratio’s create base assumptions for Manpower Planning ( Need to plan to stretch while assigning for better organizational performance).

3. Assign the Basic Assumptions for Manpower Planning
a. Make division-wise revenue & operational flow expectations
b. Assign the ratios to the future year
c. Create a statement showing manpower requirements division wise/ month wise / year.
d. Critical of this stage is to finalise the numbers & Various Cost implications based on the plan (Financial budget to be interlinked).
i. Map with each of the unit and finalise the realistic people requirements.
ii. Finalise the number of positions and the profiles to be tracked and hired during the next year.
iii. MOST IMPORTANT FOR THIS YEAR : You can list the acitivites which can be done at a backoffice create in any of the Institutes/colleges would help to reduce the budget. The Institutes can help you in Research for Business Development, Cold Calling, Creating Database, Identifying potential buyers/suppliers, create presentations and documentations etc., This is the most critical part in the times of recession… You would save atleast 60% of the cost using this model. Create a option for your to try as part of the plan.

4. Control the Plan
a. Identify the the time lines to review the actual vs. projected every month
b. Identify the areas where you can tweak the plans to ensure that it goes with your business value

PLEASE DO ADD YOUR INPUTS AND QUESTION IF ANY, WHICH CAN BE ANSWERED AS PART OF IMPROVEMENT OF YOUR BUSINESS…..

Best Wishes for 2009-10,
Reddy GR
www.husys.net
Watchout for NEW BUSINESS SCHOOL for Industry Support from Husys 2009 - InHusys Business School

HR Solutions @ Current Scenario

The following presentation by GR was presented @ HYSEA (Hyderabad Software Exporters Association) on 29.1.09 & modified for generic HR solution.


Current Role of HR in Global Recession:

The Role of HR to be utilised more from Strategy perspective for business Support in current situation.

Organization Wide Role & Responsibilities
Effective Time & Performance Management
Involve in Business Planning
Create Innovative Solutions for Resource Pool
Organizational Communication
Improve People Processes
Build Alternative Resource Management
Build Models for Re-Training / Re-Skill / Multi-Skill

Some of the Strategies Discussed to be adopted in current senario:

A 10 commandments for survival :

-Multiple Utility of Resources with enhanced Role & Responsibility Definition(Job Enlargement)
-Enhanced Focus on Performance Mangement System
-Build Ideal People/HR Processes
-Move to Zero Bench/Unproductive resources (Work Just In Time with Institutes)
-Just in time hiring ( Only in dire emergencies)
-Organisationwide Productivity Reviews
-Reduce the lowest 30% of performers & Evaluate and Retain Top 20% who contribute 80% value
-Continue to Build value for Top Performers
-Partner with Educational Institutes who would have Infrastructure & people
-Partnering Synergy with companies who can offer extended Business Development services

Please do write back for any clarifications.

Warm Regards,
Reddy GR

Key Communication from CEO before the end of 2008(Any year-end)...

There is generally an excitement of a New Year everytime. With the current market conditions and also the way the businesses are running currently, this year is going to be special to every employee/Associate..... The Employees/Associates who work with each of the organisation have various influences within themselves and also from their social influence.

You as a head of the organization can send a note to all the employees/Associates about the business in the last year and expectations for the coming year.

You may want to cover some of the below and more......

- Business Scenario in your industry/competitors
- Some of the key Highlights of the year
- Some of the challenges faced by the organisations and how you have overcome
- also mention key contributions (IF you are sure of 100% measurable) of few associates/employees

Also write a note on the expectations for future in 2009 and hint any possible changes/challenges you may foresee... These are very few thought to generate an Idea... you can be as creative to ensure you want to speak your mind........

This note would help the employer the following ways:
- Work as an appreciation for the efforts and focus of Associates/Employees
- Set the business realities update with employees/associates,
- Set an expectation at large from a corporate perspective
- It would help the employees/associates to set their own expectations in order and which are close to realities of your own business
- This would also set stage for any change that you may bring during the next year.

All the best for year 2009......

Six-pack HR mantra for healthy SME

A Quick bite for CEO's


In Good times it may not have mattered, but in the turbulent times its essential that you look at each of the activity of your organisation well. All that you can do is use your People to be the key differentiator for future.


1. Good Organizational Structure, Clear Role and Responsibilities
2. Strict Performance Norms all around for business Growth
3. Invest in Time with Associates/employees
4. Strong Organizational Communication of Future & Expectations
5. Make the Associates/Employees Partners for Growth
6. Make the Cost optimization everybody’s business

If you are able to review the above and able to put things in place, your business bound to sustain the current economic scenario. For More information and support reach : www.husys.net or write comments on the blog for responses.

SME CEO Forum Highlights: Husys was the HR Mentor for CEOs

Hi All,

We are happy to share that Husys had a great time at ICICI bank SME CEO Forum on 21st November, 2008 at Hyderabad.

Sharing few of the concerns shared by CEOs at the meet
1. Challenges of CEOs at time of growth, especially while hiring people from outside how to protect the internal culture.
2. Retention of people at critical times
3. Getting funds for expansion plans from banks
4. Branding challenges, how to market them selves and compete with big players
5. Transition management etcHusys helped 20 CEOs to clear their doubts in HR.

Overall the program was good, but I feel the clarity and objective of the program was missed to the most of the CEOs who attended.

Regards,
Naresh

SME Get Best Out of Fresh Talent & Beat the Biggies

SME Get Best Out of Fresh Talent Beat the Biggies - OR be a Big one quickly....

Its always a tough challenge to build a great team with your value systems in them. SME's needs that simple and small effort with least investment to help them to reap the benefits interms of Revenue value.

To achieve the Revenue and Profit margin, It may be relatively easy and the best way is to look at the fresh talent who
- Can be moulded
- Trained the way we do business
- Can contribute by bringing the fresh pespective & creative talent
- Can be a very long-term pillar for organisation if retained well with a growth mantra.

One of the best way is to build a Management Trainee / Graduate Trainee Scheme. Lets examine some of the inputs to get maximum out of the effort.

• Generally The efforts in grooming vs the value is 1:10 times the revenue and even more when compared to the other traditional methods of hiring.
• Create a Scheme by which the initial training process, salary and the growth as per the organisational structure for next 5-6 years.
• Create a definite assessment Tools to evaluate on a common platform
• Identify the team to execute the entire recruitment process as a project
• Design a base Induction program and also specific based on the specialisation
• Evaluate every month the progress and the 6 months evaluation interms of the value.
• Evaluate each by Revenue terms at the end of the year with proper performance mechanism.
• Record all the positive and negative experiences for future and not to repeat the mistakes(for prevention).
• Evaluate the process every year and modify as per the business needs.

Please do write your queries and suggestions to improve/acquire knowledge.

Thanks,

Warm Regards,

Reddy GR

Husys - World's Only HR Function Outsourcing / Management Company

Reach Husys for any support in this regard ( www.husys.net ).

Congratulations From Husys to Abhinav Bindra for Olympic Gold

A heartfelt congratulations to Abhinav Bindra a little boy who inspired every Indian today... That talks about the potential that India to explore. Congratulations Again...
Team Husys

Get Best Out of Fresh Talent

Do you know that you can maximise your investment returns by using the Fresh Telent!
Use and Assessment Center Method to select your Fresh Talent and Groom them to be your Heads.... More next time! Keep tuning to HRSME blog of GR.

Also Do you know this blog already have the following articles:

-HR Function Management / Outsourcing Support for S...
-Outsource your HR with specific Measurabilities
-Keeping Lean Resources and focus on Cost advantage...
-Banks and SME's
-Challenges of Hiring Senior Level Positions @ SME'...
-Want to Start your Own SME
-Few Quick Decisions & Cost Implications
-The Challenges of Managing Growth
-SME's Challenges of Managing HR On their Own
-My Recent Experience of Hiring HR Freshers for Hus...
-Steps in Human Resource Support for Small and Medi...
-HR Support for SME's


Thanks and keep reading and commenting...

Warm Regards,
Reddy GR
Husys - HR Function Management Company
www.husys.net

Husys Becomes the First HR Management Company rated by Crisil under SME Category

Husys Becomes the First HR Management Company rated by Crisil under SME Category.

HR Function Management / Outsourcing Support for SME segment: Outsource your HR with specific Measurabilities

HR Function Management / Outsourcing Support for SME segment: Outsource your HR with specific Measurabilities