The Monthly Newsletter of the Department of Human Resource Development Veer Narmad South Gujarat University, Surat. April, 2015 Vol. 5, No.

Transcription

1 The Monthly Newsletter of the Department of Human Resource Development Veer Narmad South Gujarat University, Surat April, 2015 Vol. 5, No. 4 BOOK REVIEW First Break All the Rules What the world s greater managers do differently? By: Marcus Buckingham and Curt Coffman, (Simon & Schuster, New York, 1999) By Nishant Patel (MHRD IV, DHRD, VNSGU) There are some rules of management. These rules are called the rules of conventional wisdom. Many, or should I say most, managers follow these rules. But do they really work? These rules are Treat everyone exactly the same in order to be fair to all employees. Spend your time with your weakest employees to bring up their level of competence. Don t be friends or socialize with your employees. Enforce company standards so that each employee follows every required step of each process. The best way to reward an employee is to give him a raise and better benefits. 12 Most important employee needs 1. To know what is expected at work. 2. To have the materials and equipment needed to do the job well. 3. To have the opportunity to do what they do best every day. 4. To receive regular recognition or praise for work done well. 5. To someone else at work who cares about them as a person. 6. To have someone who encourages their development. 7. Feeling that their opinions count. 8. Feeling that the mission of the company makes their work important. 9. Having co-workers who are committed to doing quality work. 10. Having a best friend at work. 11. Getting feedback on their progress at regular interval. 12. Receiving opportunities to learn and grow at work. The answer is provided by two major researches conducted by The Gallup Organization. The first research was focused on What kind of environment will attract, develop and retain great people? In this research Gallup come up with 12 critical factors. And it was also found that actually great managers create this powerful environment. Second research tries to find What did these great managers do differently? The surprising finding was they break all the rules of conventional wisdom. Great managers know that you can t change people very much. They have their own way of doing things. So instead of trying to remold people, great managers develop unique attributes of people. This book provides four keys to success. The First Key Select for Talent Talent means things that come naturally to us. For a nurse it is empathy and for an accountant it is love for precision. It cannot be taught, you either have it or you don t. 1

2 Now, how to determine which talent is required for which job? Study the top performers. Attributes which they have are the talents which are required to for excellent performance in that job. Talents are very obvious just like empathy for a nurse. The Second Key Define the Right Outcome Instead of defining a set of prescribed steps, great managers define the outcome. It allows employees to do the work in their own way. This will be the most efficient way of doing that work for them. If mangers define the outcome and employees achieve that outcome then there is no need to give them the predefined steps for doing work and make them follow these steps. The main area in which outcome can be defined is customer satisfaction. Business needs to turn prospects into customers and customers into loyal customers. There are four keys for customer satisfaction which are accuracy, availability, partnership and advice. Defining outcomes in first two keys are easy whereas for other keys it difficult to define outcome. The Third Key Focus on Strengths People usually say that work hard to overcome your weakness. But great managers focus on strengths rather than weaknesses. They develop strengths of their people and manage their weaknesses. Great managers do this by following ways. They prepare team of people with complementary skills. Employees are given roles which are fit with their strengths. Conduct regular feedback session and make them understand their strengths. Talent is the great multiplier of productivity. The best managers understand this and invest a lot of time in developing the talents of their people. The Fourth Key Finding the Right fit Every people want to move upward in the hierarchy just because they get higher pay, perks, status etc. According to the Peter Principle employees rise to the level of their incompetence. Great managers are required to make people stay in the role in which they can excel and reward them for this. This can be done by... Creating Graded Levels of achievement. In this system employees will be promoted and move upward in the hierarchy but they will continue performing the in which they can excel. Implementing the Broad Band structure of compensation. This system provides great flexibility to managers to adjust people in different roles. People will not move to different band which require different set of competencies. People will have an advantage to remain in the band where they can excel. These are alternatives to simply help subordinates to get promoted and using these will help managers to keep their top performers doing what they do best. This book is worth reading and keys provided in this book are worth implementing not only for HR people but for every manager working at any level. The principles can even be implemented in personal life too. 2

3 Department News Annual Function: HR Fest 2015 Department of Human Resource Development celebrated its 2nd Annual Day (HR Fest 2015) on 8th April 2015 at University Convention Hall. It was presided by our chief guest Dr. Dakshesh Thakar, Vice Chancellor, Veer Narmad South Gujarat University and Subas Gantayat, Vice President, Corporate Affairs at Reliance. The function started at 1:30 p.m. with a prize distribution to all the achievers of the year The evening was made more colorful with cultural programs based on HR theme. The students showed their talent through group song, group dance and drama. All the performances were beautifully connected to the core functions and importance of HR. Students righty quoted it as OF HR BY HR and FOR HR. Foreign students of our University surprised the audience by giving a special performance by singing Hindi songs and dancing on the beats. The department would like to thank all the invited guests, esteem members of our University, parents, faculty members, students and our support staff for making this event a big success. Some photos: 3

4 4

5 Editorial Team Dr. Madhusudan Raj (Chief Editor) Student Team Ms. Foram Shukla Ms. Mitali Pandya Mr. Yayati Desai Disclaimer The views expressed in this newsletter articles are not necessarily those of the department, university or the newsletter editorial team. Neither department nor its editorial team or the university will be liable for any damage or injury whatsoever which results from the use of this newsletter. All other usual disclaimers apply. Submit Your Articles or Write to Us 5