The top management must be compassionate towards their employees, it ensures productivity and high standards of corporate ethics

In the recent past, Human Resource Management has transformed and become the epicentre of any organisation aspiring for excellence. Day by day the involvement and importance of Human Resource Management have increased and become the central point of the outcome of any Centre of Excellence.

This transition has not been an easy one but over some time all out sustained efforts by the organisations have been made for a complete overhaul of the system. No doubt digitisation has made some difference in HR Processes and Decision Making, however, it’s the policies that have triggered the overall changes and brought about the revolution in HRM.

First and foremost, has been the WHY factor in the decision-making at the highest echelon of management to decide in which direction you want the organisation to move and once WHY has been clearly defined then the whole process will revolve around it to achieve this aim. This WHY factor can be defined by the Mission and Aim of the Organisation. Having decided the WHY factor one can now clearly move to WHAT type of personnel you want to hire. Clearly define their roles and responsibilities, set the targets, and milestones and carve out a roadmap to be followed by the organisation to achieve its Mission and Aim.

The next step will be when the recruiters start defining the QRs including the Qualification, Expertise, Experience, Previous Job profile and the notable results achieved. Having decided the WHY and WHAT factors one has to move to the next factor, HOW. This is also an important factor, one has to start planning as to how one wants to proceed in this direction.

The organisation must ensure that the best person for the job is available and thus the search has to be perfect before recruiting anyone. Check out the newspapers which have maximum circulation and accordingly insert a well-designed advertisement in local / all India editions as per the requirement. The headhunting team of the organisation must search on the job portals, as well as various websites that provide the details of employees, check if anyone matches the organisational requirement of a specific job and establish contact if they are willing to change before setting up the process of recruitment. Once the database is available, the process of shortlisting begins, making sure that no compromise is made on the QRs laid down for each profile. For every possible job, shortlist at least five persons and conduct personal interviews at various levels to check the suitability of the person for the job. Of these five, the best two must be met by the top management. During the process, it must also be considered what financial package is to be decidedDuring the interviews, the family background of the candidate must also be examined as that will determine how much time he /she will be able to devote towards undertaking the task assigned including roles and responsibilities.

Yet another consideration must be, the scope for his/her future growth in the organisation. Once the selection process is complete, the financial package is acceptable and the candidate has joined the organisation, the even more important phase of onboarding must be seamless. The buddy system has proved very beneficial wherein one person is attached to the new joiner to make him feel comfortable and introduce him/her to the systems and practices of the organisation, introduce him /her to colleagues and others as required.

This phase is of relevance so that the person doesn’t feel out of place and adapts to the new environment amicably. Initially, at short intervals, the candidate may be guided and advised to appreciate his/her strong/ weak points and there’s ample opportunity available for him to take corrective action. As the organisation grows, the employees must also grow and part of the benefits must also be passed on to the employees. It’s very important to retain experienced people so that they effectively contribute to the growth of the organisation. At the same time, the organisation must also continuously evolve ways and means to look after the employees, be it annual increments or various welfare measures so that the employees concentrate on their job and performance to ensure the growth of the organisation. One of the important aspects must be that top management must be compassionate towards their employees, be it leave or medical cover or such other arrangements so that each employee feels confident that in times of need the person will not be left high and dry to face the emergent condition and this aspect is very important, everyone must be treated with dignity and humanity must prevail.

Finally for any organisation to grow it needs qualified, experienced and dedicated, sincere and loyal employees and this leadership must be provided by the top management with compassion and transparency in their policies and systems.

(The writer is s the Group Pro Vice Chancellor with Amity University Noida Campus)