CorporateCraftsmanship - John Keells Holdings PLC, Sri Lanka
HRM Awards 2009 to highlight Human Resource Management as ... · The technical support for the HRM...
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Employee involvement is creating an environment in which people have an impact on decisions and actions that affect their jobs. Employee involvement is not the goal nor is it a tool, as practiced in many organizations. Rather, it is a management and leadership philosophy about how people are most enabled to contribute to continuous improvement and the ongoing success of their work organization. My bias, from working with people for 35+ years, is to involve people as much as possible in all aspects of work decisions and planning. This involve- ment increases ownership and com- mitment, retains your best employees, and fosters an environment in which people choose to be motivated and contributing. It is also important for team building. How to involve employees in decisionmaking and continuous improvement activities is the strategic aspect of involvement and can include such methods as suggestion systems, manufacturing cells, work teams, continuous improvement meetings, Kaizen (continuous improvement) events, corrective action processes and periodic discussions with the supervi- sor. Intrinsic to most employee involvement processes is training in team effectiveness, communication, and problem solving; the development of reward and recognition systems; and frequently, the sharing of gains made through employee involvement efforts. Employee Involvement Model For people and organizations that desire a model to apply, the best I have discovered was devel- oped from work by Tannenbaum and Schmidt (1958) and Sadler (1970). They provide a continuum for leadership and involvement that includes an increasing role for employees and a decreasing role for supervisors in the decision process. The continuum includes this progression. Tell: the supervisor makes the decision and announces it to staff. The supervisor provides complete direction. Tell is useful when com- municating about safety issues, gov- ernment regulations and for deci- sions that neither require nor ask for employee input. Sell: the supervisor makes the decision and then attempts to gain commit- ment from staff by "selling" the positive aspects of the decision. Sell is useful when employee commitment is needed, but the decision is not open to employee influ- ence. Consult: the supervisor invites input into a decision while retaining authority to make the final decision her- self. The key to a successful consultation is to inform employees, on the front end of the discussion, that their input is needed, but that the supervisor is retaining the authority to make the final decision. This is the level of involvement that can create employee dissat- isfaction most readily when this is not clear to the people providing input. Join: the supervisor invites employees to make the decision with the supervisor. The supervisor considers his voice equal in the decision process. The key to a successful join is when the supervisor truly builds consensus around a decision and is will- ing to keep her influence equal to that of the others providing input. humanresources.about.com The spotlight will yet again be on the Association of HR Professionals (HRP) when it unveils the latest edition of the 'HRM Awards 2009 - Super 10', with its strategic partners. This much- awaited event on the HR calendar is expected to once again highlight Human Resource Management as a pivotal component of modern day business, and is slated for early 2010. The cov- eted HRM Award is organized by the Association of Human Resource Professionals every two years in keeping with its mission to bring HR to the forefront. The HRP as its avidly referred to among the local HR fraternity, from its inception has strived to offer to the profession, stimulating knowledge content through innovative and dynamic initia- tives. A young organization, with a futuristic out- look, the HRP has endeavoured to maintain a healthy balance among key players in the local HR arena, but offering customized HR solutions to standardize and upgrade Sri Lanka's Human Resources profession to be best among equals with the rest of the World. The last edition of the awards was held in 2007 and attracted over 90 companies and 50 compa- nies were short listed and evaluated for the award. Following companies were adjudged as Gold & Silver award winners at the last HRM Awards. Gold Awards - Ceylon Tobacco Company PLC, Commercial Bank of Ceylon Limited, DFCC Bank, Hatton National Bank, HSBC, Keells Hotel Management Services Limited, MAS Intimates Slimline (Pvt) Ltd, Sampath Bank Limited, Sri Lankan Air Lines Limited, Virtusa (Pvt) Ltd. Silver Awards - Aitken Spence & Company PLC, Fonterra Brands (Lanka) Pvt. Ltd., Hemas Manufacturing (Pvt) Ltd, Heritance Kandalama, John Keells Computer Services Limited, Nations Trust Bank, Sri Lanka Insurance Corporation Limited, Trans Asia Hotels PLC, Union Assurance PLC. The panel of judges for the HRM Awards 2007 was chaired by Professor Guanapala Nanayakkara, a veteran and much respected Global Citizen and Patron HRP. The rest of the panel comprised of Dr.Santrupt Misra (Director - Aditya Birla Group), John Lavelle (Former HR Strategy Advisor - World Bank), Dr.Norman Maharaj (Commissioner - Public Services Commission, South Africa), Aruna Fernando (Former President - CIMA Sri Lanka), and Ravi Peiris (Director General - Employers Federation of Ceylon) The technical support for the HRM Awards 2007 was given by Hewitt Associates whilst John Keells Holdings was the main sponsors to the event along with many Associate and co-spon- sors. This is the 4th occasion the HRP is presenting the HRM Awards in Sri Lanka. The Award aims to identify and recongnise best HRM practices in companies that are aimed at developing its people who drive businesses and help the organizations to gain and sustain competitive advantage. HRP will involve several professional partners to this years Award to bring in quality and transparency to the awards. The evaluation process will have special emphasis on the efforts and strategies adopted during the last 2 years in improving the HR processes in the organization. We are expect- ing over a 150 applications this year as most com- panies have under gone several HR challenges during the past 2 years which will allow them to show case their best practices in HR Management, that we as a nation can be proud of. Further considering the down turn in most busi- nesses but looking at the prospects of the future an appropriate event is expected in keeping with the gala awards night of 2008. The awards night will be preceded by the popular and inter- active "Learning Conference" featuring emi- nent personalities from Sri Lanka and over- seas. Previous occasion HRP changed its format to a HRM study, by enhancing its focus on the "people factor of driv- ing business growth". Hailed as the driver of HR benchmarks in Sri Lanka, the HRP will showcase the best HR strategies in the country, honoring the trailblaz- ers in industry. This time HRP will emphasis on the new role of HRM in turbulent times and in the united Sri Lanka. HRP will call for applica- tions in the near future with the Awards been scheduled to be held early next year. President of HRP Isuru Tilakawardana states that "The HRM awards are very significant because it highlights the organizations which are developing best practices and encourage others to follow it" whilst the Vice President of HRP and Chairman of the HRM Awards 2009, Asitha Jayatunga states that "The HRM Awards & the Learning Conference will highlight the impact of HRM on corporate performance and create a plat- form to honour and recognize top performers and also share experi- ence and gain knowledge" ST APPOINTMENT PAGE 3 SUNDAY JULY 12 . 2009 HRM Awards 2009 to highlight Human Resource Management as a pivotal component of modern day business This is the 4th occasion the HRP is presenting the HRM Awards in Sri Lanka.The Award aims to identify and recongnise best HRM practices in companies that are aimed at developing its peo- ple who drive businesses and help the organizations to gain and sustain competitive advan- tage.HRP will involve several professional partners to this years Award to bring in quality and transparency to the awards.The evaluation process will have special emphasis on the efforts and strategies adopted during the last 2 years in improving the HR processes in the organiza- tion.We are expecting over a 150 applications this year as most companies have under gone several HR challenges during the past 2 years which will allow them to show case their best practices in HR Management, that we as a nation can be proud of.Further considering the down turn in most businesses but looking at the prospects of the future an appropriate event is expected in keeping with the gala awards night of 2008.The awards night will be preceded by the popular and interactive "Learning Conference" featuring eminent personalities from Sri Lanka and overseas How and when to empower people Isuru_Thilakawardene Asitha_Jayatunga
Transcript of HRM Awards 2009 to highlight Human Resource Management as ... · The technical support for the HRM...
Employee involvement is creating an environmentin which people have an impact on decisions andactions that affect their jobs. Employee involvementis not the goal nor is it a tool, as practicedin many organizations. Rather, it is amanagement and leadership philosophyabout how people are most enabled tocontribute to continuous improvementand the ongoing success of their workorganization.
My bias, from working with peoplefor 35+ years, is to involve people asmuch as possible in all aspects of workdecisions and planning. This involve-ment increases ownership and com-mitment, retains your best employees,and fosters an environment in whichpeople choose to be motivated andcontributing. It is also important forteam building.
How to involve employees in decisionmaking andcontinuous improvement activities is the strategicaspect of involvement and can include such methodsas suggestion systems, manufacturing cells, workteams, continuous improvement meetings, Kaizen(continuous improvement) events, corrective actionprocesses and periodic discussions with the supervi-sor.
Intrinsic to most employee involvement processesis training in team effectiveness, communication,
and problem solving; the development of rewardand recognition systems; and frequently, the sharingof gains made through employee involvement
efforts.Employee Involvement
ModelFor people and organizations
that desire a model to apply, thebest I have discovered was devel-oped from work by Tannenbaumand Schmidt (1958) and Sadler(1970). They provide a continuumfor leadership andinvolvement thatincludes anincreasing role foremployees and adecreasing role forsupervisors in thedecision process.The continuum
includes this progression.Tell: the supervisor makes the
decision and announces it to staff.The supervisor provides completedirection. Tell is useful when com-municating about safety issues, gov-ernment regulations and for deci-sions that neither require nor askfor employee input.
Sell: the supervisor makesthe decision and thenattempts to gain commit-ment from staff by "selling"the positive aspects of thedecision. Sell is useful whenemployee commitment isneeded, but the decision isnot open to employee influ-ence.
Consult: the supervisorinvites input into a decisionwhile retaining authority tomake the final decision her-self. The key to a successfulconsultation is to informemployees, on the front endof the discussion, that their
input is needed, but that the supervisor is retainingthe authority to make the final decision. This is thelevel of involvement that can create employee dissat-isfaction most readily when this is not clear to thepeople providing input.
Join: the supervisor invites employees to makethe decision with the supervisor. The supervisorconsiders his voice equal in the decision process.The key to a successful join is when the supervisortruly builds consensus around a decision and is will-ing to keep her influence equal to that of the othersproviding input. humanresources.about.com
The spotlight will yet again be on theAssociation of HR Professionals (HRP) when itunveils the latest edition of the 'HRM Awards 2009- Super 10', with its strategic partners. This much-awaited event on the HR calendar is expected toonce again highlight Human ResourceManagement as a pivotal component of modernday business, and is slated for early 2010. The cov-eted HRM Award is organized by the Associationof Human Resource Professionals every twoyears in keeping with its mission to bring HR tothe forefront.
The HRP as its avidly referred to among thelocal HR fraternity, from its inception has strivedto offer to the profession, stimulating knowledgecontent through innovative and dynamic initia-tives. A young organization, with a futuristic out-look, the HRP has endeavoured to maintain ahealthy balance among key players in the localHR arena, but offering customized HR solutionsto standardize and upgrade Sri Lanka's HumanResources profession to be best among equalswith the rest of the World.
The last edition of the awards was held in 2007and attracted over 90 companies and 50 compa-nies were short listed and evaluated for theaward. Following companies were adjudged asGold & Silver award winners at the last HRMAwards.
Gold Awards - Ceylon Tobacco Company PLC,Commercial Bank of Ceylon Limited, DFCCBank, Hatton National Bank, HSBC, Keells HotelManagement Services Limited, MAS IntimatesSlimline (Pvt) Ltd, Sampath Bank Limited, SriLankan Air Lines Limited, Virtusa (Pvt) Ltd.
Silver Awards - Aitken Spence & Company PLC,Fonterra Brands (Lanka) Pvt. Ltd., Hemas
Manufacturing (Pvt) Ltd, HeritanceKandalama, John Keells
Computer ServicesLimited, Nations Trust
Bank, Sri LankaInsuranceCorporation Limited,Trans Asia HotelsPLC, Union AssurancePLC.
The panel of judgesfor the HRM Awards2007 was chaired byProfessor Guanapala
Nanayakkara, a veteranand much respected
Global Citizen andPatron HRP.
The rest ofthe panel
comprisedof
Dr.Santrupt Misra (Director - Aditya BirlaGroup), John Lavelle (Former HR StrategyAdvisor - World Bank), Dr.Norman Maharaj(Commissioner - Public Services Commission,South Africa), Aruna Fernando (FormerPresident - CIMA Sri Lanka), and Ravi Peiris(Director General - Employers Federation ofCeylon)
The technical support for the HRM Awards 2007was given by Hewitt Associates whilst JohnKeells Holdings was the main sponsors to theevent along with many Associate and co-spon-sors.
This is the 4th occasion the HRP is presentingthe HRM Awards in Sri Lanka. The Award aims toidentify and recongnise best HRM practices incompanies that are aimed at developing its peoplewho drive businesses and help the organizationsto gain and sustain competitive advantage. HRPwill involve several professional partners to thisyears Award to bring in quality and transparencyto the awards. The evaluation process will havespecial emphasis on the efforts and strategiesadopted during the last 2 years in improving theHR processes in the organization. We are expect-ing over a 150 applications this year as most com-panies have under gone several HR challengesduring the past 2 years which will allow them toshow case their best practices in HRManagement, that we as a nation can be proud of.Further considering the down turn in most busi-nesses but looking at the prospects of the futurean appropriate event is expected in keepingwith the gala awards night of 2008. The awardsnight will be preceded by the popular and inter-active "Learning Conference" featuring emi-nent personalities from Sri Lanka and over-seas.
Previous occasion HRP changed itsformat to a HRM study, by enhancingits focus on the "people factor of driv-ing business growth". Hailed as thedriver of HR benchmarks in Sri Lanka,the HRP will showcase the best HR
strategies in the country, honoring the trailblaz-ers in industry. This time HRP will emphasis onthe new role of HRM in turbulent times and inthe united Sri Lanka. HRP will call for applica-tions in the near future with the Awards beenscheduled to be held early next year.
President of HRP Isuru Tilakawardana statesthat "The HRM awards are very significantbecause it highlights the organizations which aredeveloping best practices and encourage others tofollow it" whilst the Vice President of HRP andChairman of the HRM Awards 2009, AsithaJayatunga states that "The HRM Awards & theLearning Conference will highlight the impact ofHRM on corporate performance and create a plat-form to honour and recognize top performers and
also share experi-ence and gainknowledge"
ST APPOINTMENT PAGE 3SUNDAY JULY 12 . 2009
HRM Awards 2009 to highlight HumanResource Management as a pivotal component of modern day business
This is the 4th occasion the HRP is presenting the HRM Awards in Sri Lanka.The Award aims toidentify and recongnise best HRM practices in companies that are aimed at developing its peo-ple who drive businesses and help the organizations to gain and sustain competitive advan-tage.HRP will involve several professional partners to this years Award to bring in quality andtransparency to the awards.The evaluation process will have special emphasis on the effortsand strategies adopted during the last 2 years in improving the HR processes in the organiza-tion.We are expecting over a 150 applications this year as most companies have under goneseveral HR challenges during the past 2 years which will allow them to show case their bestpractices in HR Management,that we as a nation can be proud of.Further considering thedown turn in most businesses but looking at the prospects of the future an appropriate event isexpected in keeping with the gala awards night of 2008.The awards night will be preceded bythe popular and interactive "Learning Conference" featuring eminent personalities from SriLanka and overseas
How and when to empower peopleIsuru_Thilakawardene Asitha_Jayatunga
