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By manishankar on Mon, 04 August 2014 at 01:47 IST


TECHNOLOGICAL revolution has taken center stage. Modern day organizations are synchronizing their efforts so as to substitute men with machines. Automation, digitization are the buzzwords for strategic managers, however, one need to understand whether machine can really substitute man as the former lacks the emotional factor, which is a key to any organization. ATM might have substituted the front office executive of a bank, but it is yet to create that human touch and develop that chemistry with the customers, which is only possible when the caring, patient customer service executive tries to troubleshoot all your grievances with panache. If human element is so much prized possession in the modern day organization, then why are the strategic and human resources managers reluctant to attacking the problem to mend it once and for all? Mere and minute observations would reveal that the problem of high employee turnover or attrition rate is more of a created problem, rather than a natural one. A decade and a half back none would have even contemplated the fact that they would change companies like they change their brand of toothpaste or shaving cream. Opines, Prof. Medha Dixit, faculty, Human Resources, TIME, Nagpur, `attrition is the creation of the organizations across sectors as they vie for talents at the cost of ethics'. If manpower really can create that strategic difference in the competitive marketplace, put in measures which would create utmost interest in the mind of your existing and prospective employee. Employees today do not leave an organization; they depart from the association of an individual. At the end of the day it's the HR policies couple with lackluster approaches adopted by the human resource department which forces one to plan for switching loyalties. Recently a player from the knowledges sector had mass exodus of employees not because the organizational policies were at logger heads with the employee aspirations, in fact it was the regional head who was responsible to handpick his lot of loyalists, only to hide his own wrongdoing and managing the enterprise as his personal fiefdom. On quizzing he was vocal in saying that these are all the professional traits he inherited from his illustrious father, who used to confuse the world around, be it the superior, subordinate or even the peer members. It's for you to decide whether the high attrition, which is the biggest challenge for human resource managers across industries, is a created problem or a natural one.


A professional top level executive would always acknowledge and appreciate the fact that his organization has a culture of open two ways communication. This would always keep everyone in their toes. Blindly believing a few of the employees, is nothing short of organizational myopia as these handful few so called loyalists are more interested in their personal motives as they are aware that their bosses are completely dependent on their information and they happen to be the blue eyed boy for their bosses. Adds Santy a marketing manager my colleagues was the de-facto boss of our institute simply because she happened t be an old loyalist of my boss's father, it is such practices which evades the notice of the top management, thereby creating an unhygienic environment for the sincere and committed workers. Boss is right always is a misnomer today as open culture encourages participation of employees from all levels in the larger interest of the organization. However, if the boss is the typical clan of management and administrative fools, than god for-bids, employee attrition would be a routine practice in spite of the best of the brand equity the organization enjoying amongst the stakeholders. Organizations like the Tata's, the house of Birla encourages employee participation from all levels, thereby making everyone a part of the organization and making the bosses feel that their team of subordinates are equipped enough to avoid the fact, that boss may not always be right. It is primarily observed in the large interest of the organization. However, it is easier said than done. Imbibing practices where is made accountable and encouraging an open culture where any employee staring from the front level staff to the top management can access each other call for a different mindset. Half of the times such open policies are only part of the credo displayed on the wall of their drawing room or a corporate bulletin. Walking the talk requires lot of openness and guts on the part of the employees, more importantly the top bosses. Are the superiors ready to give away the concept `I am always right' is the million dollar question one need to answer before proceeding further.


There are organizations which floats huge, catchy recruitment advertisements very frequently citing expansion plans and diversification strategies. However, the truth may be completely contradictory as the organization is experiencing mass exodus owing the wrong and unfriendly employee policies or an inefficient superior involved in wrong practices. A thorough information search and analysis from past and present employees, past and existing customers, other stake holders like vendors or ancillary developers would provide the real insights pertaining to the frequent recruitment advertisement. It would also act as an indication for a prospective employee to gauze the organizations employee friendly policies. There are instances where organizations regularly, only to popularize their credibility. A smart employee would always scan and trace the actual reason why people are recruited so frequently? Does it really have to do anything with their corporate expansion plan or they are involved in firefighting as they are witnessing mass exodus owing to their wrong policies and HR practices. Diwan applied for a job in a college thinking that the college is one of the leaders in the sector where it was imparting education. To Diwan surprise the institute had frequent chopping and changing of staff as they were willing, to run the show with cheap new employees and were not ready to absorb and continue with their experienced campaigners. The objective of such organizations in only to earn profits be it in an ethical or unethical manner. Unprofessional because they are least bothered about their beneficiary and are concerned filling up their own confers. It is therefore advisable to know about the organization in all details before you decide to zero in the recruitment process. Ashish, assistant manager, admin and HR was vocal while summing up saying that his organizational head who calls the shot, be it recruitment, promotion, perks, incentives and benefits as the top management is always kept groping in th dark by making fictitious and tall promises.

by Manishankar Chakraborty

Author is Faculty Management at Trupude institute of Management Education. TIME Nagpur.

I am a versatile management trainer with hands on experience in Men and Resource Management, Training and Training related administration. I have more than 290 published articles, business case studies, research papers to my credit.You can avail those by mailing me.I am also a professional management consultant and management trainer with 135 hours of management training till date to industry and corporate bodies and government departments.I am also a professional Columnist for leading print and electronic media houses.

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