Well nowadays a lot has been said on this trending topic... lots of issues are cropping out... so just want to know how it has effected the HR role in handling these sensitive issue.
3rd November 2018 From India, Delhi
As the Aid & Advisor to the Employer/Management in OPTIMIZING the "Enery" and "Intelligence" of Human Beings employed in respective Establishments/Organization;
we, the HR Management Practioners must provide All Reasonable Assistance, Guidance to the Organization being and acting as the Beacon Light/Light House.
It means and includes serving as "Eyes" and "Ears" of the Organization; Keeping Communication Channel-Formal & Informal, both- Unclogged; Evolve/Possess Qaulities of Character & Personalitity and above all Be Fair Proper and Just- True to the Cause of Creation of Wealth & Wellbeing for All StakeHolders.
The aforesaid , Broadly Is the Out-Line, Details may Vary in Organizations.
To remain Relevant at the Workplace, our Group Must Know How to Use the Specialized Knowledge we keep accumulating.
Lets Begin by
1. Being Thorough with the Preamble of the Sexual Harassment of Women at Workplace (Prevention, Prohibition & Redressal) Act 2013;
2. Our Fundamental Rights especially Rights to Equality, Right to Live with Dignity and Right to Pursue any Employment, Avocation etc which are Guaranteed by Bhartiya Samvidhan;
3. Become Well versed with the Mechanism created Under SHWW ( P,P & R) Act 2013;
4. Prevail over the Employers to "Create Internal Committee; Organize Mandatory Programs
under Section-19 titled Duties of Employer: and inter alia
5. Never Trivialize Aggrieved Woman Complainant's SH Complaint/Report.
Our Laws are comprehensive and capable to Deal with any Situation/SH Complaint
Kritarth Team,
3rd November 2018 From India, Delhi
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31st January 2019 From India, Ahmedabad
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