Report on Special Talk: HRM – Bridging Social Work and Organizational Impact

Date: 9th November 2024
Time: 11:00 am – 1:00 pm
Venue: Seminar Hall, Next to Reception, SBRR Mahajana First Grade College (Autonomous), Mysuru
Organized By: Department of Social Work, PG-wing PoojaBagavat Memorial Mahajana Education Centre, Mysuru
Speaker: Mr. Subrahmanya A, Director & Head HR, Jubilant Pharmova Ltd. HRBP

A special talk on “HRM – Bridging Social Work and Organizational Impact” was conducted at SBRR Mahajana First Grade College, Mysuru, with the goal of shedding light on the growing connection between Human Resource Management (HRM) and social work. The session was designed to explore how social work principles can enrich HR practices, fostering an environment that enhances both employee welfare and organizational success.

Objectives of the Special Talk

The special talk was aimed at achieving several key objectives:

1. To understand the relationship between Human Resource Management and social work.
2. To explore how social work can positively influence HR practices and contribute to organizational culture.
3. To examine the importance of socially responsible HRM in modern-day organizations.
4. To provide real-world examples of integrating social work ethics into HRM for organizational impact.

Summary of the Event

The event began with a formal introduction, setting the stage for the discussion on how HRM and social work intersect. The speaker, Mr.Subrahmanya A, a seasoned HR professional with extensive experience in leading HR initiatives, was warmly welcomed by the attendees, which included faculty members, students, and social work professionals.

1. Overview of HRM and Social Work

• The talk commenced with an overview of traditional Human Resource Management, focusing on its core responsibilities: recruitment, employee development, performance management, and organizational policies.
• The speaker introduced the concept of merging social work principles into HR practices, emphasizing that both fields share a common goal—enhancing the well-being of individuals and groups within an organization.

2. Integrating Social Work Values in HRM

• The session detailed how social work values such as empathy, empowerment, social justice, and active listening can be seamlessly integrated into HR processes.
• Empathy: Creating a workplace culture that values employees’ perspectives and concerns.
• Empowerment: Offering professional development opportunities and career growth, encouraging employees to take initiative and ownership of their roles.
• Social Justice: Implementing fair and equitable HR policies, ensuring inclusivity and diversity in hiring and promotions.
• Active Listening: Enhancing communication between HR and employees to build trust and transparency.

3. HR Strategies Inspired by Social Work

• The speaker discussed practical HR strategies inspired by social work:

• Diversity and Inclusion: Developing hiring policies that promote a diverse workforce, supporting various social, economic, and cultural backgrounds.
• Employee Support Systems: Establishing Employee Assistance Programs (EAPs) to provide counseling, financial advice, and crisis support.
• Conflict Resolution and Mediation: Utilizing mediation techniques from social work to manage conflicts in the workplace, fostering a harmonious environment.
• Corporate Social Responsibility (CSR): Encouraging organizations to engage in CSR activities, aligning business goals with social good.

4. Benefits of a Socially Responsible HRM Approach

• Enhanced Employee Engagement: By integrating social work principles, organizations can create a supportive atmosphere that boosts morale, commitment, and engagement among employees.
• Positive Organizational Culture: Emphasizing social work values within HR promotes a culture of care, collaboration, and ethical behavior.
• Improved Employee Well-being: Organizations that adopt social work-based HRM practices see a reduction in stress, improved mental health, and a better work-life balance for their employees.
• Increased Organizational Impact: Socially responsible HRM can enhance the organization’s reputation, attract talent, and positively impact the community.

5. Challenges in Merging Social Work with HRM

• The speaker acknowledged potential challenges, including:

• Balancing Business and Social Goals: HR must align social work ethics with business objectives without compromising financial performance.
• Resistance to Change: Traditional organizations may resist adopting a more empathetic and inclusive HR approach.
• Need for Specialized Training: HR professionals may require training to effectively implement social work methodologies.

Interactive Session and Q&A

The session included an interactive Q&A segment, where attendees had the opportunity to ask questions and share insights. Topics discussed during this segment included the practical challenges of applying social work ethics in corporate environments, the importance of mental health support, and how to advocate for social justice within organizational policies.

Conclusion

The special talk on “HRM – Bridging Social Work and Organizational Impact” was a comprehensive exploration of how social work principles can transform HR practices. The speaker, Mr.Subrahmanya A, effectively conveyed the importance of a socially responsible HRM strategy and how it contributes to a healthier, more inclusive workplace. The session inspired participants to think beyond traditional HR frameworks, encouraging them to consider the broader social implications of their work.

Acknowledgments

The Department of Social Work at SBRR Mahajana First Grade College expressed gratitude to Mr.Subrahmanya A for his insightful presentation and for highlighting the value of merging HRM with social work. Thanks were also extended to the organizing committee, faculty members, and students for their participation and contributions to making the event a success.