Ways to ameliorate women’s safety in organization

The whole country is horrified by the recent violent attack of a 23 year- young women and her companion on December 16, 2012.  Many voluntary organizations across India and around the world have commenced to fight against gender- based violence and for women rights in India. This article would focus on how companies in India are and can ensure safety of their women employees.

IT/ITES industry in India has witnessed a high inflow of female talents. The role of HR manager has become more challenging now and it is our responsibility to ensure that the work environment and culture are friendly and safe for female talent pool. Women workers should be given equal opportunity, honor and adequate protection to their dignity.

Ensuring women safety

Life of the women working late night shifts in BPO sector in metro cities is like walking on razors edge. So as HR managers, our role is to make women feel secure and should render them the mindset to concentrate on work. Corporate can conduct self-defense training program and workshops for the women and teach them how to be safe in various places. Encourage women to carry chilly-powder or pepper spray with them to injure the attacker.  

Most of the IT and BPO companies provide cab facilities to women, but there should be a proper check on the cab driver. Driver should be trustworthy and he should not consume alcohol or any other drugs.  While a women travel alone in cab, she should be assisted with a security guard till she reaches her destination. Cabs can be fixed with GPS systems so that if the driver takes a detour from the normal route it informs the company and the service provider. If the reason for detour is not satisfactory, immediate action should be taken on the cab driver or else the service provider should be suspended. IBM do not encourage first boarding and last drop of female employees, because they believe no women ever travels unescorted.   

Helpline numbers are given to the women so that they can use it when the driver misbehaves with them. Women can install free mobile applications which send a SOS message to the chief security officer, HR manager and to any other family member or friend if the employee is interested.  Companies can avoid women working after 7 PM and travel desk should avoid booking of late night or early morning flights for women traveling to other cities for business visits. Work from home can be the best option to women, if the project is not completed.  

Management should understand and give top priority for the safety of women and invest in training programs and technologies that boost the confidence of female talent pool. 

We pray for the victim and her family for speedy recovery. 

Author: Subburam N.N

College: Amrita School of Business, Bangalore

Email id : subburamnn@gmail.com

IR Highlights of 2012

IR Highlights of 2012

As we come to end of the year 2012, I wish all the readers “Happy New Year 2013”. This article focuses on the Industrial Relation Crisis that took place across the world in 2012, which would help the readers to gain information and insights regarding the IR issues.

Labor unrest across the world is increasing at an alarming rate which leads to strike and lock outs. According to the Labor Bureau data the first five months of the 2012 recorded 108 industrial disputes, which is 12 % high when compared with 2011. Between January and May around 97 disputes were registered and it cost a total loss of 9, 60,089 man-days. While looking at a bigger picture on these IR issues there is a striking similarity between most of the unrests which was demanded for higher wages and better working conditions.

June 2012, work stalled at the two main units of Arvind Mills in Gujarat, India. Around 4000 workers were unwilling to work until the company announces a wage hike.

June 08, 2012, around 500 workmen of Hitachi Home and Life Solution situated in Kadi Gujarat India went on strike for 40 days demanding for permanent employment.

July 18,2012 can be marked as the black day for the HR fraternity. The violent labor unrest in Maruti Suzuki India, Manesar plant in Haryana which caused a huge loss to the company and the General Manager HR- Awanish Kumar Dev was burnt to death by mob.

July 2012- the IOCL  plant in Paradip, Orissa – India experienced a work halt because of the prolonged labor unrest.

August 08, 2012- Honda’s Manesar plant in Haryana received a new wave of labor unrest.

August 10, 2012 around 3000 rock drillers at the Marikana mine of Lonmin PLC in Rustenburg, South Africa stalled working at the mines demanding for higher wages.  Around ten people were killed in the clash at the platinum mine between the rival unions the National Union of Mineworkers(NUM) and Association of Mineworkers and Construction Union(AMCU).

September 13, 2012 due to the labor agitations at the Carnations factory in Howrah, Kolkatta India,  the work was suspended.

September 25, 2012 – Apple’s iPhone assembler in China, Foxconn Technology Group experienced labor agitations. The workers protested against increased pressure and demanded to improve working conditions.

First ever strike in WalMart stores in Los Angeles area. Around 88 workers walked out of the stores demanding better working conditions and better wages.

October 2012, Employees of Kingfisher Airlines stalled their work because of the non-payment of salaries for the months March to May 2012. Employees are unwilling to join the work until their salaries are paid.

October 05,2012 Nehru Port (Nhava Sheva) top container handler of India was threatened by workers to shut down. Their demand was reinstatement of four workers which include three union leaders, who were fired in May for taking industrial action.

Author : Subburam N.N

College : Amrita School of Business, Bangalore

Email id : subburamnn@gmail.com

Transforming role of HR Managers

Transforming role of HR Managers

The role of Human Resource Managers are transforming these days.  Gone are those days in which HR function was viewed as a support function and today, it has become the major differentiator for organizations and HR department is more aligned towards the strategic goals of the organizations.  This article would focus on the transformations that had happened in the roles of HR managers and how budding HR professionals can adapt to these new roles.

Style of Reporting:

Earlier HR managers were to report to single boss but today in organizations HR Managers are supposed to report to more than one boss. It may be his/her functional head and administrative head, who may be present in different location and sometimes in different country. Each boss may have different personality styles so HR manager should be very careful so that they do not hurt the ego of their boss and see to it they satisfy both their bosses.

Managing Time:

The role of HR managers has changed substantially today; he/she is supposed to wear multiple hats in and out of the organization. HR Mangers should attend meeting with the employers, which is inevitable, spend face time with the employees to understand and address their grievances, and participate in personal and professional success of employees such as wishing on their birthday and anniversary.  Finally, HR managers should maintain a proper work-life balance.  

So, HR managers should be proficient in handling their time and they should organize their calendar effectively.  They should plan their daily activities and prioritize the task. They can follow the simple to-do-list which would aid them to manage time effectively and efficiently.   

  

Managing Teams:

Organizations expect HR Managers to be trainer, mentor, motivator and effective communicators. They should be accessible, constantly educate and retain the team to deliver excellence. HR managers should maintain a good balance between employee and employer interests. HR Managers should provide feedback effectively or else employees would be demotivated.   Here’s an example for providing an effective feedback- “You have done a good job and here’s how to get better and best…”  

HR managers should take great attention in goal setting. You should set SMART goals and clearly define the parameters and never micromanage- let the team to perform.  HR managers should be buddies with the employees and at the same time you must command respect and lead.  HR managers should be capable of managing multiple teams from different geographical locations. Clear communication of the policies to various strategic business units should be given top priority.

High Adversity Quotient:  

HR managers should possess high adversity quotient because they act as a key player in implementation of strategies, policies, new ideas. They design these considering the current environment but unprecedented events happen which makes everything chaotic.  So, HR managers should be prepared to face unprecedented adversities with positive attitude, motivate themselves and teams and they should create high level of energy and endless enthusiasm.

Understand the business:   

  

HR managers should possess business acumen and partner with core functions of the organization.  Understanding the business nuances would help them to recruit the best talent, renders deeper knowledge about competitors and so on.

So, the budding HR professionals should understand and adjust to this system at a faster pace to succeed in the HR profession.

Author : Subburam N.N

College : Amrita School of Business, Bangalore

Email id : subburamnn@gmail.com