Cornerstone of HR Value Chain (Employee Engagement) Part - 3

In continuation to my last article on Cornerstone of HR Value Chain (Employee Engagement) Part - 2

Communication- This is a process of transferring information from one source to another. Communication is commonly defined as "the imparting or interchange of thoughts, opinions, or information by speech, writing, or signs". Communication can be perceived as a two-way process in which there is an exchange and progression of thoughts, feelings or ideas towards a mutually accepted goal or direction. It is very much required in current scenario. We need to have a strong communication channel in place. Various surveys says that weak communication between the employee and employer leads to uncertainty and creates unsoloicited situation.

Employee Advocacy: - As an employee advocate, HR professional plays an integral role in organizational success via his knowledge about and advocacy of people. This advocacy includes expertise in how to create a work environment in which people will choose to be motivated, contributing, and happy.

This role also encompasses HR Professionals involvement in the day- to-day problems, concerns and needs of employees. We need to facilitate and ensure that we are listening, responding, and finding ways to provide employees with resources that meet their changing demands. As higher and higher demands are placed on employees, HR professionals and line managers who serve as employee advocates creatively seek and implement the means for employees to voice opinions and feel a sense of ownership in the business which help to maintain the healthy “psychological contract” between the employees and the company.

In my next article I shall attempt to talk about Employee diployment and Employee Assimilation including onboarding and orientation processes. Watch out this space!


6 comments:

  1. Raj, can you throw light on creating an ideal culture in the organizations. How will it happen practically and what will be the role of HR Funtion? Many writers talk of culture but no one tells how to create it on the ground?

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  2. Mona Kaura5:23:00 PM

    Hi! Although the question is to Raj, here I feel tempted to jump in...
    Point 1: Masroor,I feel you already have an answer to definition of ideal culture...but you are yet figuring out a way to bridge the idealist Vs the realist perspective.
    Point 2: I think the 'how' part, is very simple & yet not easy to execute, thus remains elusive.
    It may help to read the book 'Built to Last', an excellent book which talks about the fundamentals which we miss out on.... We get into the trap of handling symptoms, which keeps us busy & employed, but does not lead to satisfaction of having actually moving beyond..as if operating in a whirlpool.As HR professionals/Leaders, it is important to work on influencing the Organisation/Leadership to avoid the trap & strike at the right point...identifying & establishing the core ideology, values, vision....and most of all the alignment is the success Mantra. I know it sounds ancient...but then without the necessary foundation, the building will just not stand.

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  3. Anonymous4:28:00 PM

    Actually the culture flows in two ways. Top to bottom approach and bottom to top approach. While the top to bottom approach is the ideas and commitment of the Top Management team, the HR professional role is to translate the ideas of the Top Management team into actions strategically maitaining the balance effectively and from bottom to top, obtain feedback, correct the actions and so on and soforth. The HR professional role effectiveness in building culture in an organization depends on how effectively he or she understands the business as the culture is highly dynamic basing on the business of each organization

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  4. I read Employee Article, this article very informative and interesting,
    I refer you blog to many of my friends as well.
    Thanks for sharing knowledge..

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  5. True. What this article miss is practice. You can have it here prowriterscenter.com/speech-writing/. Being a boss for the colleagues of my age and younger I have to balance between being a friend and a leader and this is really hard as there is a lot of ageism, and roles we are following in our society. Only practice makes perfect. Every situation is unique so you better come up with that same unique survival strategy that will work just for you. Good luck!

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