Rationalization in staff & Human Resource Management-Employee Consultation

Rationalization in staff & Human Resource Management
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Employee Consultation
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suggested policy for employee consultation

Surat municipal corporation is the local self government having 87 departments & 33 health centers aggregating 120 in total as per last establishment schedule.
Like any organization smc has also pyramid type of hierarchy synchronized with horizontal structure. linier hierarchy ranges from 6 to 9 in numbers from lowest rank up to CEO depending on departmental establishment. e.g. in administrative from peon to commissioner – 9, In health from sweeper to commissioner -9, In engineering from beldar to commissioner- 8 etc.
As per existing practice CEO is reviewing weekly/ periodical meetings up to forth level to take stock of assigned goal or evaluate work performance.
As per existing confidential report policy review is limited to direct 3 level for class 3 & upper categories.
Thus employee consultation of grass-root level to 4th level is rare or limited. that is also restricted to the disposal of work or job performance.
Why employee consultation is become necessary.
1/ Percolation of vision, policy, act, rules, regulations, targets,& mission. Simultaneously to communicate system, work methodology, citizen charter, standard of norms & procedure with updated developments.
2/ To take feedback from all levels regarding adopted strategy to achieve targets, problems faced by employees in job performance like lack of guidance, powers, authority, supporting papers/material, interdepartmental co-ordination, lack of conducive work environment, in fractures, shortage of man, machinery, equipments,& to contemplate relevancy of existing work of employee with his/ her skill, interest, work experience, also to contemplate external obstacles/ stress factors if involved.
3/ To evaluate training needs & analyze scopes of research & development.
4/ Last but not the least- apply healing & feeling touch with human resources concept to inquire & review service matter pending issues of employees.
Employee consultation may be adopted in following manner.
1/- To begin with grass-root level - Section/ Branch Up to lowest rank

2/ Departmental head up to section heads

3/ Divisional head consisting of inter departments up to departmental heads

4/ CEO consisting of divional heads

Proceeding of the meeting to be written & maintain properly. Also to be submitted to their departmental head within a week.
In this meeting they will also focus on the proceedings received from H.O.D. level as stated in proceedings.
Proceedings of the same will be written & circulated accordingly. Any issues even though of thrice discussion not sorted out may be referred to C.E.O. along with proceedings of the meeting.
By adopting this system the voice of lowest rank employee may be reflected at various level , timely/early redressal / compliance may be ensured.
Last but very innovative concept to consult employee from optimum transparency point of view may be adopted is reverse evaluation system i.e. subordinate may analyze the performance of his/her superior annually in terms of guidance/motivation/training while work/decision making/ attitude & most important one whether the actions of superior are synchronized with his/her ideology & thoughts on honesty, integrity & loyalty.