Ram K NavaratnaHello Pl find attached HIndu Paper news - Trade Union leader convicted for the murder of HR Professional. For information to know the trends. Ram K Navaratna HR Resonance
From India, Bangalore
PROFESSIONALS AND BUSINESSES PARTICIPATING IN DISCUSSION
Ram K Navaratna
Talent Acquisition / Consultant - Catalis
shah01ankitaThanks for the share...
This really forces me to question - Are HR practices safe enough especially in industries where unions prevail... Perhaps the fear created by such incidents (the one shared, the fate of HR of Maruti Suzuki last year or so) prevents young professionals to take up IR or HR related jobs in manufacturing sector where unions prevail...
The increasing concern is are we doing anything to prevent it?
If someone is not performing the job and if the HR confronts the same, is it the HR's fault? Or is it his duty to report the righteous? How often do we fail to realize that HR too have their own limitations are bound by their duties which ought to be performed....
Just a food for thought....
From India, Mumbai
couveryManufacturing plants, industry or companies have their specific units like they have separate manufacturing plant, marketing office and other branch for operation and HR often sit at the operational offices or marketing office and not in the manufacturing plants. I am talking here about the large companies but it's possible for small companies to have all the operation and manufacturing unit at the same office.
Also, as concern as risk and security then I would say nothing is 100% safe but we can take precautions by employing educated people with good background and have enough security at our manufacturing plants as well as other divisions.
From India, Lucknow
shah01ankitaSurely HR sits at office and not in the manufacturing unit, However whenever there is strike or collective bargaining, the HR or IR officer has to meet the labors.
Secondly, we can employ educated people for certain designation. But when it comes to labor, they are cheaper when they have zero or very basic education. Hence the problem.
Risk - Yes, nothing is 100% risk free and safe, but measures ought to be taken to try and educate employees (labor to be very specific) that what we do as HR/IR personnel is a part of our duty.
From India, Mumbai
bpugazhendhiLet us be frank. HR is always the fall guy in times of crisis, when an IR issue heats up. Till then so many other persons would have messed it up. The management would have neither bothered to consult the HR nor listened to it. At the crucial juncture the HR is all alone facing a hostile opponent. For an ordinary worker any one standing between him and the achievement of his needs/demands is villain. So the visible villain standing before them at the time of crisis will be the HR. At that time neither the management nor the worker will help HR. Physical security cannot give 100% guarantee. There fore at such crucial periods only persons who can help are the Union leaders. Hence, the HR should gradually cultivate some reliable union leaders at different levels of hierarchy so that they will help him at the time of crisis. It is only such good will and personal relationship which will save the HR directly or indirectly at the time of need.
From India, Madras
sponusamyHR or IR job is still a good one. The most important skills required for a HR/IR practitioners are human relation skills. If employees including the union members can be approached professionally, I believe there is nothing to fear. This case of a trade union leader murdering an HR professional is an isolated one. I suggest that HR practitioners engage with trade union more, especially before making a major decision that affect workers.
We need to give our ears more to listen to their grouses and concerns. If workers are aware that HR/IR managers are fair, justiciable and have the workers interest at heart, they will accept the decisions of the management.
From Malaysia, Ipoh