Disha 2015, Day 3: Onimia – Developing Lifestyle driven perks for the new generation employees.

Lifestyle Driven Perks

Excerpts from the discussion:

Mr. Aniruddha Khekale, Group Director-HR, Emerson Process Systems

Discussing on the topic, Mr. Khekale said that the concept of ‘asking’ came from Gen Y recently, on board. He said that the HR Policies are made at and for administrative convenience. Thinking in an open manner, conservatism actually helps in merging a classical tradition with new age thought process system, he mused.

He asked the students to self-evaluate themselves and find out what their short term and long term drivers are to join a company. The discussion inclining towards the lifestyle driven perks for the new generation employees also took a turn towards how the climate of a workplace also affects the young employee’s motivation to remain with the company. Another of his valuable inputs to the platform was to “Define what you want, and then look at the Offer”, as life was not about the monetary growth, but that of learning.

 

Ms. Sabera Patni, Assistant General Manager – HR, GVK Mumbai International Airport

Speaking about changes in expectations of employees from their companies, Ms. Sabera Patni shared her nature of not being able to stay in a certain workplace for more than two years as she is constantly looking for growth and opportunities. She put across the idea of imbibing the primary role of moving ahead, not restricting oneself to any sector, since the growth of GenY has also been along the lines of various options available.

She explained that it is always difficult for organisations to retain young employees and that is when the managers job of tapping into their evolving motivating factors by regularly engaging in dialogue with employees arises. Sometimes, to meet the needs of people, customization of policies and systems is done, and that is why one needs to work in the service sector to actually learn HR, she quipped on a lighter note. She concluded by saying that the relationship with management is actually a relationship with the manager and that all aspiring HR professionals need to learn to master this art.

Mr. Narayana Rao K, Head – HR, NCC Ltd.

Mr. Narayan Rao K. shared his observation about expectations of fresh graduates from a job. He felt that most of the aspirants prefer to work in a corporate environment, but the companies which carry out multi-disciplinary projects put engineers under challenging conditions. During campus recruitment, aspirants are informed about the organizational culture and the induction process helps in shaping employees according to the expectations of the organization. He strongly felt that when graduates are exposed to various business segments and functions, they get an enriched experience which helps them choose among various career alternatives.

He also further emphasized on higher education opportunities for employees to meet with individual career aspirations. Also, good recreational facilities help in improving employee satisfaction and increase productivity. Apart from promotion and package, the number of career options that one organization offers also plays an important factor for aspirants to select it. Along with operational role, associated intangible benefits which result in work-life balance also drive employee behaviour.  100% employee satisfaction is absolutely difficult as it is only a theory.

 

Mr. Sumit Khandelwal, Co-Founder, Gift XOXO

Mr. Sumit Khandelwal stressed about the importance of HR function in one’s day-to-day life. In an organization HR plays a major role in shaping employee behaviour and meeting individual expectations. As an employer it becomes difficult to keep every employee productive to their fullest capacity and meet their aspirations. A happy employee gives a higher output on work. He believed that organizations should invest money in the right place to provide employees with basic facilities.

He also stated that only five percent of start-up companies attract best talent in the market and has got the resources to handle and meet their expectations. It is always very important to get a right kind of talent and retain them for start-up companies. Glamour of start-ups also provide higher degree of challenge for the employees. He also emphasized that organizational policies should be developed based on the type of workforce required for the organization.

Advertisements

Leave a Reply

Fill in your details below or click an icon to log in:

WordPress.com Logo

You are commenting using your WordPress.com account. Log Out / Change )

Twitter picture

You are commenting using your Twitter account. Log Out / Change )

Facebook photo

You are commenting using your Facebook account. Log Out / Change )

Google+ photo

You are commenting using your Google+ account. Log Out / Change )

Connecting to %s