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prevails, the HR officer can crack a conversation in a calm tone. Respect is always a two way street; being an employee manager, you make the start. And you will see the flow of respect from the other side as well. This may guide to a good-tempered conversation. If their issue is genuine, it can be taken up to the management. Else, things can be put in the right perspective.
• Align decisions with values
At times, people blow up trivial things— particularly a new decision of the management— into a big controversy. HR managers have to make the employees understand how important that decision to the organisation and its growth is. They can also try to connect the decision with the organisation’s values and the longterm benefits of that decision. Besides, HR managers can elucidate how important the employees’ role is in executing the decision.
• General to specific
HR analysts believe that not understanding or half understanding of HR functions by others is one of the major reasons why HR is always blamed. Because of this, an employee may beat around the bush. But, the employee may wait to catch some point from the discussion. During such circumstances, the HR manager may try to avoid general discussion and insist on to be specific. This will help avert unnecessary confusions.
• Keep your personal emotions aside
Remember, as HR manager, you are dealing with human beings, who too have emotions. If your personal emotions crop up, it may lead to
embarrassment. The anger or displeasure of an employee is not on you, but on the system or on policy or on something else. You may be right, but exhibiting your emotional outburst will only worsen things rather than dousing the fire.
• The art of saying no
As a human resource manager, one cannot say yes to everyone every time. Owing to lack of clear policy or inadmissibility, the HR person may sometimes be coerced to say no to the employee. Hearing “no”, especially when said bluntly or authoritatively, can cause dejection or even unrest among employees. But, if the rejection is announced sympathetically, in a non-imperious manner, respecting the feelings of employees, it is quite possible to placate them, or even make them agree with you.
These are some of the best means for effective human capital management. However, some or all of these will not work in case an employee is a pessimistic moaner (who complains about everything every time) or a stubborn non- listener. Though challenging, the handling of human assets is an interesting job, provided if one does it with passion and patience.
About The Author
J devaprakash is Deputy General Manager (HR), Tarapur Atomic Power Station.
Disclaimer:
The article was first published in Indian Management Journal (Issue 11 Volume 61) an AIMA & Spenta Multimedia publication
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