Proactive Human Resources
The problem here is.......only the employer is prepared (or has prepared). The employees only respond to the mechanisms implemented they know what is expected hence they respond on the expectancy level introduced. But lets look at it a bit more innovatively:
The hard truth in todays milieu of stringent labour legislation which we find ourselves in, is that it became imperative to have the system of preparation installed. Not only as a part of the organisational culture but it is vitally important to also have it as a part of the organisational climate.
Lets look at it in practice:
An employee applies for a job (as advertised or otherwise). He experiences the companys system of preparation approach first-hand. He first sees that proper recruitment procedures are in place, pin-pointed to the last little detail. He further sees that a thorough induction procedure would follow containing all the techniques & ideas which a prominent employer focuses on. Two things happen simultaneously:
Firstly, he does not focus on the employers company size even if such employer is a small employer. What will trigger his thoughts is the efficiency of the employer - its sense & sensibility of preparation the start of the portfolio of evidence procedure that will eventually play a major role (in fact the ONLY role) as a finished product toward that employees performance or levels of good conduct in all aspects.
The new employee, as he goes on, will naturally anticipate the same preparedness, the same meticulous approach from his employer. Through such confirmation, as time goes on, it will make him think and he will consider: join them in their thinking & grow in the same preparedness - OR rather get out of this kitchen for the heat is too intense.
This, the preparedness way of employer conduct, speaks much louder than the actions (and words) that will follow when the employee is either rewarded or taken to task, for such employee will have a clear understanding of what will be a fair outcome.
Proactive HR is not only proactive through preparedness it is essential.
Reactive HR, on the other hand, has actually become obsolete, has been reduced to a distant rumour, considering the enormous magnitude which Proactive HR continuously generates in all aspects of employee management.
The hard truth in todays milieu of stringent labour legislation which we find ourselves in, is that it became imperative to have the system of preparation installed. Not only as a part of the organisational culture but it is vitally important to also have it as a part of the organisational climate.
Lets look at it in practice:
An employee applies for a job (as advertised or otherwise). He experiences the companys system of preparation approach first-hand. He first sees that proper recruitment procedures are in place, pin-pointed to the last little detail. He further sees that a thorough induction procedure would follow containing all the techniques & ideas which a prominent employer focuses on. Two things happen simultaneously:
Firstly, he does not focus on the employers company size even if such employer is a small employer. What will trigger his thoughts is the efficiency of the employer - its sense & sensibility of preparation the start of the portfolio of evidence procedure that will eventually play a major role (in fact the ONLY role) as a finished product toward that employees performance or levels of good conduct in all aspects.
The new employee, as he goes on, will naturally anticipate the same preparedness, the same meticulous approach from his employer. Through such confirmation, as time goes on, it will make him think and he will consider: join them in their thinking & grow in the same preparedness - OR rather get out of this kitchen for the heat is too intense.
This, the preparedness way of employer conduct, speaks much louder than the actions (and words) that will follow when the employee is either rewarded or taken to task, for such employee will have a clear understanding of what will be a fair outcome.
Proactive HR is not only proactive through preparedness it is essential.
Reactive HR, on the other hand, has actually become obsolete, has been reduced to a distant rumour, considering the enormous magnitude which Proactive HR continuously generates in all aspects of employee management.
