| If you want to plan for a year, sow rice, if for a | | | | following all statutory obligations focusing them as |
| decade, plant a tree and if for the lifetime, then train | | | | good HR practices. |
| your work force. - Chinese proverb | | | | As per the latest HR practices and parameters, this |
| In these days of global competition, if organizations | | | | kind of Organization is considered to be in a real HRM |
| dare to ignore this saying just as another | | | | mess. The remedy would be only 'Business Process |
| management quote, I bet, its doomsday is not far | | | | Re-engineering'. |
| off. If an individual is self-actualized, he may quit at | | | | As a first step towards this path of progress, an |
| the age of forty and may lead a retired life as a | | | | Organization must opt for HRD Audit, which would |
| Consultant. However, if an Organization behaves like | | | | assess the talent pool and knowledge base of the |
| a self-actualized individual, it is a real mess and an | | | | Organization to take up cleansing process. People |
| alarm for a massive HR exercise through positive | | | | must be trained in a phased manner to develop a |
| intervention. An individual's growth is stunted if he is | | | | culture and mindset to integrate the thought process, |
| satisfied with his achievements in life and he is in the | | | | in turn, which would contribute for the smooth |
| club of the people who are self - actualized. As per | | | | running of the organization. Emotional imbalance, |
| Abraham Maslow, if an individual is satisfied, he | | | | Emotional Manipulation, Emotional disturbance, |
| ceases to be a motivator. Success will play hide and | | | | Emotional turbulence, low IQ, low EQ is the most |
| seek with such individuals. In the same way, if an | | | | dreaded diseases of the family managed business |
| Organization is satisfied with its growth, no one can | | | | organizations. These kinds of emotional excesses can |
| stop it from vanishing from the business map of the | | | | be eliminated and balanced with proper behavioral |
| world. You may ask, how can we identify such Self - | | | | training by way of organizing behavioral labs, |
| actualized Organizations? | | | | meditation and Yoga classes outside the Organization, |
| If we trace out the roots of Self-satisfied | | | | in the midst of nature. |
| Organizations, the following are some of the | | | | Retain potential customers with Customer Relations |
| behavioral patterns with which one can identify such | | | | Management. Manage the team spirit of the |
| organizations:i) They neglect recruitment from day | | | | employees with positive Employee relations |
| one of establishing the organization, giving way to | | | | management. Old habits die-hard. However, train the |
| mostly references from relatives and any hearsay | | | | people to develop new culture and open their world |
| that can be taken as potential recommendation. With | | | | to the emerging innovations in their business field in |
| this kind of recruitment, the Management gives way | | | | which they are working. Open the floodgates of |
| to appoint cheap Managers and cheap labour, ignoring | | | | information through intranet and Internet, develop a |
| the fact that you will get only monkeys, when you | | | | culture prone to learning, and ultimately allow |
| pay peanuts!ii) Generally, there will not be any kind of | | | | transforming it as a Learning Organization forever. |
| training as this kind of Management thinks that if we | | | | Learning Organizations will be always alert to the |
| dump people in the plant en masse, they will learn | | | | needs of the customers. Continuously learning |
| themselves, ignoring all safety precautions and putting | | | | employees always work towards fulfilling the mission |
| their lives open to all kinds of risks and accidents. | | | | of the Organization if it is spelt out to reach top to |
| Such Organizations will buy 100% Safety Certificates | | | | bottom with clear communication. Personalized care |
| from 'National Safety Council' at a throw away price. | | | | must be taken by HR Department to help manage |
| Moreover, such Managements do not believe in | | | | the emotional balance of the people. HR Managers |
| spending on Training and Development.iii) | | | | must act as Chief People Care Officers, to facilitate |
| Unfortunately, people are not considered as assets in | | | | people to concentrate on their tasks. |
| such Organizations, and they are rarely treated in a | | | | The following are the strategic moves to be followed |
| gentle and humane manner. Such a Management is | | | | to build a great organization. |
| never fair and frank with the employees. Openness is | | | | 1. Tapping the right kind of talent for the right job |
| a far cry. Recruitment is projected as on humanitarian | | | | from day one of building the organization. |
| grounds to tap cheap labour (remember, they are | | | | 2. Training and development of employees to suit the |
| going to be your assets, not just a bunch of humans) | | | | business needs. |
| is only at the risk of the development of the | | | | 3. Transforming earning organization into Learning |
| organization in the long run. People who are selected | | | | Organization for continuous motivation |
| and recruited in the name of humanity will become | | | | 4. Creating a Creative Centre in the Dept. of HRD on |
| seniors and self-actualized producing nothing either for | | | | the lines of Profit Center, which would help in guiding |
| the benefit of the Organization or for them. As far | | | | the Organization towards the fulfillment of its mission |
| as Organizational building is concerned, 'recruitment on | | | | statement and acts as a watchdog to influence |
| humanitarian grounds' must be rationalized and it | | | | positive and productive decision-making - such steps |
| should not be based on irrationality and favoritism.iv) | | | | would contribute for the overall development of the |
| In the long run, such Organizations land in trouble and | | | | organization. |
| can not manage their human resources as the people | | | | Optimization of the utilization of M3 i.e. Men, Money |
| recruited by them will become Seniors and start | | | | and Machine through aligning HR Management with |
| demanding more pay, promotions and what not, all | | | | business goals would go a long way and help to |
| kinds of perks which are paid in a professionally | | | | become a truly global organization. GMP means not |
| managed organization. Automatically, the Organization | | | | just Good Manufacturing Practices as defined but it |
| will become the birthplace of another new Union, | | | | also stands for Good Men Practices, Good Money |
| naturally, which would contain a group of complacent, | | | | Practices and Good Machine Practices, can be called |
| unproductive, uncreative bunch of gentle goons who | | | | GMP3 . Good Men Practices can be achieved through |
| always encourage just absenteeism but not | | | | continuous training and development. Good Money |
| productivity.v) Employees working in such | | | | Practices can be attained through continuous cost |
| Organizations will become aliens to the outside world | | | | cutting measures and injecting accountability in every |
| and cannot learn anything, which would be beneficial | | | | employee of the organization. Good Machine Practices |
| for them in future.vi) Managements who think of only | | | | can be introduced by way of checking IQ (Installation |
| humanity ignoring all other factors such as recruiting | | | | Qualification), OQ (Operational Qualification), and PQ |
| professionals and training them to suit the business | | | | (Performance Qualification) regularly. Sustenance and |
| needs of the Organization, will deliver only | | | | Development of these GMP3 would help sustain a |
| unprofessionalism and lose drastically in the world of | | | | good business model and transform the same into |
| competition.vii) Such Managements never think of | | | | good revenue model, ultimately helps in building a |
| building Organizations and producing Professional | | | | highly profitable organization. |
| Managers and it is a myth for them if anybody talks | | | | To conclude in a nutshell, one might be well aware of |
| of producing wealth by way of sharing knowledge. | | | | the fact that Bajaj, Tata, Birla, Eagle Poonawala, |
| Generally, these kind of Managements use outdated | | | | Nirma, Ranbaxy, - all industries in various businesses |
| or not so widely used systems and software for e.g. | | | | started as family organizations but slowly developed |
| use of Lotus Smart Suite instead of MS Office family. | | | | and metamorphosed into a highly professionally |
| Generally, employees opting to leave such | | | | managed mammoth business groups which are proud |
| organizations do not get any kind of job as they | | | | and inspiring members of India Inc., with globe as |
| worked on outdated systems all the years of their | | | | their business play ground. The recent examples of |
| service.viii) Lending unwanted helping hand and | | | | professionally managed family Organizations which |
| irrelevant HR practices also make employees feel | | | | transformed themselves as professionally managed |
| disgusted and a promotion also considered as a curse | | | | business Giants are Wipro, Satyam, Dr.Reddys' etc. |
| and unwanted, as one has to do the same work | | | | During the Tatas recent restructuring, Ratan Tata |
| even after elevation. Delegation of powers is a myth | | | | declared himself as Chief Personnel Officer, acting as |
| in such organizations. | | | | a Change Agent to facilitate best HR practices. That |
| Generally, this kind of trend is highly evident in the | | | | would be a real shot in the arm for HR Managers |
| family managed organizations as they always dream | | | | when CMD himself supervises the organizational |
| of grabbing more share from the market without | | | | change! |
| training their Marketing Manager to dive deep into | | | | Because of massive restructuring, Tatas sold out 11 |
| emerging new markets and they pile up stocks with | | | | Companies and bought 18 Companies to add more |
| low quality, indulging in self-deceit and unproductive | | | | value to the Group. Taking over of Corus, by Tatas |
| board meetings arranged with disgust and lack of | | | | also demonstrates the business acumen of Indian |
| confidence. | | | | companies. Above all, the finest example is Morepen |
| Nothing would be initiated which would help develop | | | | Labs, which is a professionally managed Organization |
| the knowledge of the employees in such | | | | from day one and they achieved US FDA within |
| organizations. Where there is no performance due to | | | | minimum possible time from the date of |
| lack of professional training, the question of | | | | commissioning the plant activities. Such is the |
| performance appraisal does not arise as all Managers | | | | meticulous planning and vision of the Morepen |
| suffer with 'Yes Boss Syndrome'. Promotions will be | | | | Management, which is an ideal benchmark, and envy |
| offered on a silver platter to those who are | | | | of the competitors. An Organization engaged in any |
| consistently maintain patience due to ignorance of | | | | kind of business activity must have a vision of their |
| rules, waiting for their turn due to lack of proper | | | | own, lending the same to the employees down the |
| knowledge, and to those who are having minimum | | | | line to help them tune to the business goals of the |
| knowledge in their field of service. | | | | Management. Organizational Leadership must be |
| Generally, pay will be hiked gradually as people | | | | prone to change according to times, and must learn |
| become seniors and they think the | | | | and train them continuously to acquire the knowledge |
| Organization is doing well. Management will always | | | | of innovations and must be aware of the emerging |
| concentrate on production and marketing and | | | | market trends. A learned and learning leader can |
| conveniently, pose as people oriented organization | | | | always avoid creating a self-actualized Organization! |