08 December 2019

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Smart HR Managers+Good Strategies=Over all Growth

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Analysing the need for a structured approach towards managing employees can take  any organisation into the next level of its success. SMEs are among the biggest lot of organisations which need proper, structured HR policies to move ahead.

HR departments in most organisations, across verticals, have to constantly face the pressure of maintaining workforce, retaining them and sometime much more challenging is to expanding the workforce. But Small and mid sized businesses are among the leading set of organizations which require a comprehensive, detailed and a smart HR policy to grow and move ahead.

In today’s scenario, expansion of workforce is far more challenging then anything else. But a smart HR manager adopts structured approach for making their life easy while hiring new people and retaining the existing ones. This structured approach to talent management involves systematic processes at each stage of human resource management, ranging from sourcing to assessment, reference checks and to on-boarding and retaining.

In the initial stage of sourcing, it is important to tap into the right and varied set of talent sources such as online job boards, web-based communities, target companies to headhunt from, and universities/schools that nurture the right skills.

Depending on the level of position, the sourcing strategy varies and it is important for recruiters to know that the success of closing a position with the right talent largely depends on the sourcing strategy and the execution. Assessment is a very objective evaluation step and needs to be predefined to shortlist the right talent.

While speaking to Manoj Vohra an independent HR consultant based in Delhi NCR region, it came out that an analysis of the current workforce demographics would give the HR manager information about the organisation’s recruitment successes and failures. Vohra added, “Identifying the best ways to recruit and the pitfalls/failures are a smart way to approach sourcing.”

Interestingly, analysis of the exiting employees, about their experience, age, distribution, tenure in the job and reasons for leaving are used to find ways to manage attrition within the current workforce. When enough data is available, it may actually end up in a mathematical equation which can predict the attrition, agrees Kumar.

HR managers clearly define systems and processes for the success of HR strategy. Once they are in place, the next step is to ensure that these systems are well complied. And it has been well proven that this mechanism of HR policies can define the fate of the organization. It starts from defining the job description, structuring the search accordingly and then assessing the short-listed candidates on their competence, experience and qualifications vis-a-vis the job description.

Postthat, the candidate is absorbed and trained within the system.In many organizations, it has been well documented that their HR policies have contributed very significantly in the success of the company. In an example of Elitecore technology, while interacting with the founder of the company, I found that how important these small HR initiatives could be for the HR retention.

Hemal Patel the Founder of an Ahmadabad based technology company Elitecore said, “We were facing a problem of employee retention when we started our business in Ahmedabad. It was natural as people wanted to move into bigger cities like Bangalore, Delhi and Mumbai. But I have taken a small initiative of generating a direct contact with the parents of our employees. They have established a trust on me and on our company itself. This small initiative had resulted into phenomenal results of employee retentions.”

Actually, Patel understood the right way of capturing employees’ mindshare and help their parents to build a trust on Hemal as an individual and Elitecore as a company.

Defining Career roadmap

Another key element of delivering result through HR policies is the role of a clear and well-defined on-boarding policy and assessment cannot be over emphasised, more so in the current scenario. The knowledge worker of today is vibrant to the environment around him and expects transparency in terms of his interaction with his employer.

Every employee looks for interesting work, good income, opportunity to learn, career growth and a healthy and fair work environment in any job, though the order may change for different people.  Emphasising the importance of training, Vinaya Shetty, director of Vin Consultancy -- a HR consultancy firm based in Mumbai, said, “Training ensures that the employee gets the opportunity to learn and prepare for handling new opportunities /responsibilities. A well-designed appraisal system and periodic assessments are necessary to evaluate the performance. This also helps to plan the career growth of the employee.”

It’s important to identify the training needs of the employees in a formal process and ensure that it is executed within defined time parameters. It’s also important to nominate employees to identified training programmes, either at customer location or recognised technical bodies.

Vinaya also added, “By and large employees look for acquiring additional skills, enhance their existing ones and they look forward to organisational support to fulfil their aspirations. It’s important that a balance is struck between employee aspiration and organisational requirement from the business perspective.” Given the right kind of exposure and training, it is believed that attrition levels can be sustained at moderate levels.

Projecting the true image of the organisation and the business at the time of joining, training (both technical and behavioural), as an investment in employee’s growth and free and fair performance assessment, does go a long way in increasing the belonging of the employee to the organisation, thereby checking the attrition rates.

Key challenges

Organisations need to proactively motivate the critical employees by assigning them key responsibilities, including their leadership roles. Employee engagement is also very important as it can ensure employee’s participation and it can also take ownership on responsibilities assigned to them. Keeping open communication channels with employees and facilitate interaction with top management on a defined frequency is important.

Growing job rates coupled with tightening labour pool is the biggest contributor to high attrition rate. Companies are forced to think out-of-the box to create more value to the employees in three areas—career growth, financial growth and job satisfaction. Companies are also forced to think about talent pools that are from rural areas that are still not caught in the job hopping culture.

Few Important tips to be followed by an SME in having result oriented HR policy


  • Understand the professional and personal nature of employee
  • Recognise better employees
  • Enhance Company-employees communications
  • Employee engagements should be advanced and proactive
  • Career roadmap of the employee should be conveyed.
  • Employee motivational practices should be adopted
  • Incentives should be offered for special efforts of employees
  • Managers should be able to know the art of HR management
  • Off the record get-togethers

Good HR policies can bring immense tangible success to the organisation. But from an SME’s standpoint, for which business growth is the ultimate priority it has to look at achieving business growth through the employees and in a sustainable model. This sustainable model requires a good HR policy and a smart HR manager to implement this.


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