A.W. George, Business Head, HMIL, has been entrusted with the task of providing international certifications for the BPO
professionals. He divulges to 4Ps B&M that although the company is neck deep in providing T&D programmes to almost the whole of the BPO industry, but managing the HR function within the organisation is a different ball game altogether. George feels that the biggest challenge at HMIL is to retain quality manpower that can further impart the much needed training services. At HMIL, the HR Manager plays an integral role in the organisational success via his knowledge and advocacy of people. George elaborates, “This advocacy includes creating an environment that motivates people. To deal with the challenges, we are fostering effective methods of goal setting, communication and empowerment through responsibility and building employee-ownership towards the organisation.”
At HMIL, people play a pivotal role in shaping the organisation; hence the company ensures that the employees are a satisfied lot. HMIL too strives to be an employer of choice and the HR of the company is moving full throttle to achieve that goal. “Job security is an area where the Hero Group’s credibility plays the role of dream employer,” avers George. The BPO industry by and large boasts of being a good paymaster and HMIL is no different while compensating its workforce. George elaborates, “We provide employees with attractive compensation packages, which constitute of not just the basic salaries but also performance bonus and incentives, and that’s how we try to make the package attractive for our employees.” However, monetary benefits alone cannot keep the employees happy and satisfied. Bearing this in mind, HMIL also provides opportunities for advancement. For instance, the company gives ample opportunities for career advancement within the organisation. George adds, “Meeting personal aspirations to grow, both hierarchically and financially, is a key driver. HMIL addresses both these drivers very effectively.” To motivate its employees, HMIL has put in place a drive to create an environment that is conducive to learning. George enthuses, “Every third Saturday of the month is treated as the ‘Learning Day’ where every person has to do a session and it is necessary for everyone to participate. The ‘Learning Day’ also plays a pivotal role during appraisals.”
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Source : IIPM Editorial, 2008
professionals. He divulges to 4Ps B&M that although the company is neck deep in providing T&D programmes to almost the whole of the BPO industry, but managing the HR function within the organisation is a different ball game altogether. George feels that the biggest challenge at HMIL is to retain quality manpower that can further impart the much needed training services. At HMIL, the HR Manager plays an integral role in the organisational success via his knowledge and advocacy of people. George elaborates, “This advocacy includes creating an environment that motivates people. To deal with the challenges, we are fostering effective methods of goal setting, communication and empowerment through responsibility and building employee-ownership towards the organisation.”At HMIL, people play a pivotal role in shaping the organisation; hence the company ensures that the employees are a satisfied lot. HMIL too strives to be an employer of choice and the HR of the company is moving full throttle to achieve that goal. “Job security is an area where the Hero Group’s credibility plays the role of dream employer,” avers George. The BPO industry by and large boasts of being a good paymaster and HMIL is no different while compensating its workforce. George elaborates, “We provide employees with attractive compensation packages, which constitute of not just the basic salaries but also performance bonus and incentives, and that’s how we try to make the package attractive for our employees.” However, monetary benefits alone cannot keep the employees happy and satisfied. Bearing this in mind, HMIL also provides opportunities for advancement. For instance, the company gives ample opportunities for career advancement within the organisation. George adds, “Meeting personal aspirations to grow, both hierarchically and financially, is a key driver. HMIL addresses both these drivers very effectively.” To motivate its employees, HMIL has put in place a drive to create an environment that is conducive to learning. George enthuses, “Every third Saturday of the month is treated as the ‘Learning Day’ where every person has to do a session and it is necessary for everyone to participate. The ‘Learning Day’ also plays a pivotal role during appraisals.”
For Complete IIPM Article, Click on IIPM Article
Source : IIPM Editorial, 2008
