Interview of Mr.Umesh Kolhatkar, Head HR Sekurit-Saint Gobain on the issue of 'Change Management'
From college to company did you find any change in culture? If yes, then what were your experiences?
Yes, there is definitely a change process from being a professional student to a professional in the industry. In the first year, for a management student the atmosphere is very different. The only way one can have an idea about the industry is by word of mouth or newspaper and so on. The first taste of practical experience is during the summer training. There the students get an idea how different the life is in corporate world as compared to academic life. They become more mature and look at the subject in a very different way. The best student of this profession is a person who can craftily cope up with the culture and settle in the organization.
Yes, there is definitely a change process from being a professional student to a professional in the industry. In the first year, for a management student the atmosphere is very different. The only way one can have an idea about the industry is by word of mouth or newspaper and so on. The first taste of practical experience is during the summer training. There the students get an idea how different the life is in corporate world as compared to academic life. They become more mature and look at the subject in a very different way. The best student of this profession is a person who can craftily cope up with the culture and settle in the organization.
What is change according to you?
Change is a very subjective thing. From my point of view change would be using proper human resource interventions like career planning, appraisal, for transforming traditional organization to a goal oriented and welfare organizations.
What is your comment on HR function as been from the staff function to more of a strategic HRM, and where they become the line function and contribute to the bottom line of the organization?
Now, HR should not only be looked at as a staff function where recruiting, appraisal from, training are the end all and be all with respect to HR function. One has to cater to the need of the organization where the workers are able to identify at the same time feel the change in the culture and the mindset of the organization. For example a lengthy appraisal for workers is irrelevant, as it does not cater to the right type of people as it is in startup organization or an organization which is undergoing a change process. Even training needs to have well devised program. Hence HR function is now a day more of a line function rather than a star function, always remember employees are the keep.
How do you manage change in your company?
Apart from the basic change process in other organizations we have gone a step ahead. We have to take hard decisions some times as we are not here for charity. We are here for business but then these decisions are to be taken in a step-by-step fashion and also with lot of time given to the employees.
What do you mean by hard decisions?
Hard decision would be something like:-
- Low increment
- Don't increase his job content
- Transfer to place, which is slightly less than his previous responsibility.
- But if he performs up to the expectations he can come back. These are the clear cut guidelines laid down for the employees.
- Low increment
- Don't increase his job content
- Transfer to place, which is slightly less than his previous responsibility.
- But if he performs up to the expectations he can come back. These are the clear cut guidelines laid down for the employees.
So where does sensitivity come?
Sensitivity is definitely there but not at the cost of losing business. We employ great people because we are a great company and performance is the key for our company, after all, calls for profit.
What are you doing to bring attitude change in the lower level workers?
The first and the foremost thing is providing them with basic day-to-day dealings by which the workers get assurance and reassurance that this organization will look into the welfare aspect. It is more than appraisal and training. Well-defined monetary policy loans and perks can do this. A worker should feel that there is no nexus between the trade unions and the management.
What is the key tool towards change management in your company?
The most important tool is Information. A hunger for information will give the workers the sense of belonging. Hence sharing information with the workers about the industry and their importance will help the workers to embrace change. Also proper performance management system is important. One can also use trainers to groom change in the organization but then the company fixes the parameters.
(Source: www.indiainfoline.com)