Women at Workplace

At HRhelpdesk.in we work aggressively in making sure that women at workplace are one of the most important and productive assets. To achieve this objective, we have numerous interventions that we have planned and executed.

While some of our interventions are designed purely for research purposes and are in public domain, we offer a host of services for corporations and individuals.

Cultural Analysis

Cultural Analysis describes the attempt to discover the key assumptions, values, and beliefs that are operative in a group.
Our work is essentially based on the following areas of organizational culture analysis:

Teamwork and PeopleFlatnessDynamics
Client-oriented aspectsLong-term goalsCommunication
LearningProactivenessDivision of power and partnerships

Based on the analysis and what the culture of your company is supposed to be, we focus on the areas that are important and relevant to your company by:

  • Preparing a list of suggested measures that will lead the organization to that goal
  • Actively working on implementing the measures into the organization
  • Striving together with the management to make the steps such as to encourage the wanted organizational culture and leadership

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Why You Need Organizational Cultural Analysis

The term organizational culture has various meanings. Most often it is defined as a wholesome system of norms, values, visions, beliefs and symbols that determine the way of behaving and reacting to problems and make up the image of the company. It represents an invisible force affecting the individual within the organization.

The reasons why organizational culture is considered so important are the following:

  • It affects the way problems are perceived, analyzed and solved
  • It affects the quality and quantity of innovations
  • It affects how the organization reacts to changes and uncertainty
  • It affects the motivation of the employees

The effects of the culture can be positive as well as negative.Therefore it is crucial for the company to be aware of its culture and its advantages and disadvantages as well as of the fact that every change is reflected in every area of the culture.

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Training for Managers and Leaders on Understanding Hostile Behaviour

Every organization has its core of delivery that is managed by the managerial cadres, their behaviors, their work styles and the way they treat their subordinates and colleagues makes the organization achieve its goals easily, or with difficulty.

The focus of our training on hostile behaviors is a specific drive to educate how  as individual leaders we not only alienate members from the team and loose huge amount of productivity and creativity, we also open up the organization and personal careers to a huge risk of being negatively impacted by demonstrating hostile behaviors.

Training for Women on Handling Hostile Behaviour

Women form an integral part of the workforce, and add a significant value to the wellbeing of the company.

This training is focused at educating and equipping women to understand and deal with issues which make the basis working environment unhealthy for them.

Rather than looking at avenues of withdrawing into a shell or quitting the organization, this training helps women deal with the problem and be seen as productive assets of the organization.

Measuring Organizational Climate

The simplest and most frequent way of measuring organizational climate of a company or organization is by way of questionnaire.

We formulate the questionnaire for your company according to the specifics since every organization is unique.

After measuring the climate as the first step, we help you focus on the analysis and prepare changes based on the results.

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Why You Need to Measure Organizational Climate

A good organizational climate is the basis for successful operation of any company. It substantially contributes to the well-being of the employees, affects their feeling of belonging and work motivation. It is good to know what the organizational climate is within the company and its individual units.

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Individual Mentoring and Coaching

Our Individual Mentoring and Coaching Programme is always goal-oriented (meaning business goals in this context). It can be focused on an individual in which case the individual uses his/her own sources to reach goals, or focused on a group in order to improve the interaction and cooperation within it and lead to synergies.

How it Helps Your Company
  • Conveys to people within the organization that management is willing to invest in its members/employees
  • Shows the outside world that the organization values its members/employees
  • Fosters more loyal employees/members — this can lead to reduction in turnover rates (which saves money on recruitment and training costs)
  • Creates a more positive work environment
  • Fosters leadership skills in mentors
  • Encourages the mentoree’s growth from junior-level members/employee to future leader
  • Promotes a sense of cooperation and harmony within the organization

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Why You Need Coaching

Coaching is an everyday practice in successful organizations and is intended for the leaders as well as employees who wish to make use of all their potentials in pursuance of optimal business and personal results. Coaching is basically an interactive process in which thought processes are triggered by means of special methods. This helps individuals and companies reach their goals more quickly and efficiently.

A good starting point for coaching is evaluating the managers and their managerial skills. Coaching defines the areas and skills in need of improvement by analyzing actual situations in the work environment. The main purpose of such training is to remove the obstacles on the way to the goals and help the individual to optimally use his/her potentials, even the ones he/she was not aware of before.

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Measuring Engagement

Employees that are emotionally and psychologically attached to the company are more successful and efficient in their work. Therefore, engagement affects actual business results, productivity and employee fluctuation. On account of such a big influence it is very important to know how engaged your employees are. We help you measure this influence and its impact on your organization’s performance, productivity, results and environment.

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Why You Need to Measure Employee Engagement

Employee engagement is defined by three categories:

  • Engaged employees are the ones who work passionately, feel a deep connection with the company, are a source of innovation and contribute to the development of the company
  • Disengaged employees are partially absent, do only what is necessary, are half asleep at work, put their time into their work but lack energy and passion
  • The actively disengaged employees are not just unsatisfied in their job but show their unhappiness actively. They openly underestimate the work of their engaged colleges and are a bad influence on the engagement and satisfaction of the clients, business partners, etc.

People do not wish to be disengaged. They want to lead full, productive, successful and happy lives. Most of the employees are highly engaged when they fill a position, but the important question is how to maintain the engagement in the future.

So it is important to know how engaged our employees are.

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Policy Design

We offer forward-looking Policy Design solutions to help you:

  • Identify, assess and develop the leadership talent needed for business success – now and in the future
  • Attract, select, manage, engage, reward and retain the right talent
  • Improve organizational and HR effectiveness
  • Communicate to drive the right employee behaviors

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Why You Need Policy Design

Regardless of size, geography, or industry, every organization makes significant investments in its talent. Success requires visionary leaders, exceptional talent at all levels, and the right strategies to keep that talent current, motivated, and focused.

  • We drive organizational success through leadership development, efficient talent management and mitigation of human capital issues.
  • We help our clients develop comprehensive, well thought through strategies for managing talent, by helping them create fully integrated talent strategies that engage their employees and achieve superior results.
  • We have consultants dedicated to making sure your programs, policies and processes support a culture of high performance where teamwork, accountability, results and recognition are paramount. Our solutions are backed by a wealth of research.

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Neutral Third-Party Investigations

We offer neutral third-party investigation when you are faced with complaints of complex, workplace misconduct, discrimination, sexual harassment or retaliation.

Whether you must go outside the organization or you require a neutral third party for overflow, we offer prompt, knowledgeable, inexpensive and confidential investigative services that are neutral and thorough.

We understand what it takes to uncover the facts and arrive at the truth.

We have experience with complex matters and can organize documents and information effectively.

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Why You Need Neutral Third-Party Investigations

Where employers have reason to believe that some workers may be engaging in discriminatory, unsafe or culpable conduct, conducting an investigation to determine what has occurred and who is responsible may be necessary. Such investigations are often more pressing where there are allegations of workplace violence or harassment; or discrimination.

Because of the sensitivities of such issues and the strong emotions that are commonly involved, it is prudent to enlist the services of an objective third party investigator to inquire into the legitimacy of the complaints as well as the nature and scope of any underlying issues.

Our team is routinely enlisted to conduct such workplace investigations. We are well aware of the additional, and sometimes conflicting, considerations that can and do arise.

Utilizing a third party investigator provides the necessary assurance that there can be no basis for a potential legal issue that the employer failed to perform an adequate investigation.  The person conducting the investigation should be trained on how to properly and thoroughly conduct the investigation in a way that is “neutral,” or not seen as having a stake in the outcome of the investigation.

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Grievance Handling Hotline

Help improve the morale of your women workforce with an outsourced hotline. Our latest benchmarking data indicates that only 12% women chose to use the internal complaints process. This increases the risk of attrition, low productivity and of a public embarrassment.

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Why You Need an Outsourced Hotline

Your Employees

Your organization may already have an internal system of handling and managing grievances that women raise as part of the standard employee grievance handling processes, However, internal systems often fail due to Build Trust Among a lack of employee confidence, limited accessibility, hesitation to share intimate and gender specific issues and fear of retaliation.

Increase the Volume of Reports

More reports give you a better chance of preventing harm to your employees, your brand and customers.

Boost Availability

Your employees will be given every chance to report wrongdoing with our support systems.

Build Confidence

No matter how ‘open’ your culture, some employees fear retaliation and will always favour the impartiality of an outsourced hotline provider.

Enhance Reputation

Deploying an independent hotline demonstrates your commitment to creating an open and honest workplace for your employees.

Uncover Issues

Your employees are your best source of intelligence. Without confidence to raise their concerns, how can you expect them to reveal important issues?

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Contact Us to see how we can help increase the productivity of women at workplace and improve the capability of your organization.