Human Resources: Beat the Recession

Human Resource Management and Human Resource Department The function of HR has undergone a sea change from the ‘Personnel Department’ that used to be more for record keeping and salary processes. Today HR forms an integral part of any progressive company’s wellbeing be it the staffing, training or managing people to perform, while retaining good talent. Keeping that in mind one can focus on the Core Values that bind the Alpha G:Corp team together.

Core Values at Alpha G:Corp’s Human Resources Department

I started the HR Department in Alpha G:Corp 4 years ago and today it is a dedicated and pro-active department to manage and facilitate recruitment, training and incentives for the Alpha G:Corp Team. Our HRD aims to attract the best talent and build teams consisting of highly motivated people. The recruitment of quality manpower is managed to create an environment that fosters teamwork, excellence and healthy participation. The goal is to empower people to grow through equal opportunity, training, mentoring and guiding employees towards a planned career path. Our management nurtures talent and encourages the creation of a performance driven and quality focused ‘people’s organization’ through result based reward and recognition programs. Our team will continue to create and preserve an open and harmonious working environment conducive to the highest level of productivity and commitment.

We have managed to retain our talented and committed work force with proactive approach withstanding the challenges of recession.

With the support of the team that has been built on the foundation of team work and participation, the unpleasant option of lay offs and retrenchment could be avoided. Few of the measures which have helped in this regard:

Talking to senior managers about budget cuts. The managers motivating top performances from their respective teams while working with minimal budgets.
Rationalizing travel and entertainment expenses by avoiding wasteful expenditure.
Freeze on recruitments and salary increase in the prevailing economic situation.
Communicating the same and voluntary participation by the staff.
Avoiding wholesale changes by a structured program schedule provided to employees to adapt to new situations while maintaining confidence in the system. Realigning departments and redeploying existing staff to new tasks for optimum results.
Bringing down administration overheads by optimizing office space utilization.

We need to remember:

If the changes are not destructive, a good staff will adapt.
Be consistently positive as you manage and lead.
Even if you can’t provide monetary rewards, you can still reward, honor and motivate employees by doing the little things that go a long way to foster loyalty and teamwork.
With decreased cash-flows, good managers and teams learn to value and deploy existing resources by thinking out-of-the-box and seizing the new growth opportunities within the challenges.