Emotional Intelligence for High-Performance Teams
Years of research reveal that Emotional Intelligence is a critical component which distinguishes a high-performer from an average performer. Team members having high emotional intelligence contribute towards the development of high-performance organizations and successful systems. Research findings prove that emotional intelligence is twice as important as the IQ in predicting the performance outcomes and the […]
Employer Etiquette – Codes of Conduct necessary for an Employer
Etiquette refers to good manners essential for individuals to earn respect and appreciation in the society. An individual who lacks etiquette is never taken seriously by fellow workers at work. Employer Etiquette Employer Etiquette refers to codes of conduct necessary for an employer to follow in order to set an example for employees. Employers must […]
Types of Crisis
Crisis refers to sudden unplanned events which cause major disturbances in the organization and trigger a feeling of fear and threat amongst the employees. Following are the types of crisis: Natural Crisis Disturbances in the environment and nature lead to natural crisis. Such events are generally beyond the control of human beings. Tornadoes, Earthquakes, Hurricanes, […]
Motivational Challenges
Motivation seems to be a simple function of management in books, but in practice it is more challenging. The reasons for motivation being challenging job are as follows: One of the main reasons of motivation being a challenging job is due to the changing workforce. The employees become a part of their organization with various […]
Myths of Business Ethics
Practically business ethics at the workplace connotes an alignment between what the organization values and how to go about it. It means that the all the day to day operations or activities carried out by employees are in tandem with the organizational policies without any deviations. There are however lots of myths that surround business […]
The organizational game is changing fast these days. The HR manager today acts as an associate with line management to crack important business issues. We therefore, have the emergence of Business HR function these days.
One of the most common factors in all organizations these days is the Change. This “change” brings “Risk” along with it. It is therefore imperative on the part of human resource managers to be aware of these risks.
Risk managers today are increasingly one in their opinion regarding the intervention of HR in the management of risk. For good reason the HR people are partnering their skills with people in the risk management department.
But how exactly do HR people play a role in risk management? Let’s assume that there is a drop in production steadily that has come to the notice of top management. The HR manager having identified the risk i.e. the drop in productivity goes on to locate the human element of the problem. The risk may be on account of a deviation between what should be done operationally and what is being actually done operationally.
Once the risk has been identified the HR manager approaches the line managers and their staff and questions them to assess and prioritize the risk. Finally the HR manager strategizes to deal with the risk, if need be. One of the possible interventions is offering training to the staff. This is one of the ways in which the Human resource people play a vital role in risk management.
Performance Consulting: The relationship between the HR executive and strategic and operational business managers is talked about in performance consulting.
Performance consultants work in close alliance with managers and other people within the organization. Their primary task is to work alongside and gain the trust of managers i.e. promotes trust relationships among managers. These partnerships are formed between various groups in the organization like senior managers, line managers and supervisors, top leadership and subject experts. They also promote partnerships with customers and suppliers.
As we know that risk management consists of risk identification, assessment, analysis and prioritization. The HR executive plays a significant role in risk control as well.
Risk avoidance is one of the ways to deal with risk. Since the HR managers intervene only in the human element of the risk. Risk control measures here would include succession planning, executive coaching and development, all this to ensure that an organization is equipped adequately to deal with the risk.
Further, in risk management the HR executive plays a vital role in identifying attributes for important positions or executives within the organization. Training, developing and coaching people within the organization so as to increase their work ownership and increasing their morale for the future positions; employee turnover is also a potential risk from HR standpoint.
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