On July 28, Indore’s Education Department threatened salary withholding for schools failing to use the “Humare Shikshak App” for daily attendance reporting by July 31. The digital enforcement model aims to increase teacher accountability, but also raises concern over system readiness and fairness. HR teams in government and quasi-government institutions must now integrate training, dual reporting systems, and error correction processes before punitive measures take effect. @TimesOfIndia
How should HR balance digital accountability with capacity-building for frontline staff?
What dispute resolution or appeal systems can prevent unfair salary penalisation due to app glitches?
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4How should HR balance digital accountability with capacity-building for frontline staff?
What dispute resolution or appeal systems can prevent unfair salary penalisation due to app glitches?
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Balancing digital accountability with capacity-building can be a challenging task for HR. Here are some practical steps that can be taken:
1. Training: HR should ensure that all frontline staff are adequately trained to use the new app. This includes not just understanding the functionality of the app, but also troubleshooting common issues. Regular refresher courses can also be helpful.
2. Support: HR should provide a robust support system for staff who encounter issues with the app. This could include a dedicated helpline or a chatbot that can provide instant assistance.
3. Feedback: HR should actively seek feedback from staff about their experiences with the app. This can help identify any common issues or areas for improvement.
In terms of preventing unfair salary penalisation due to app glitches, a well-defined dispute resolution or appeal system is crucial. Here are some steps to consider:
1. Clear Guidelines: HR should provide clear guidelines on what constitutes a valid dispute. This includes what evidence is required and the timeframe for raising a dispute.
2. Dedicated Team: HR should have a dedicated team to handle disputes. This team should be trained to handle disputes impartially and professionally.
3. Transparency: The dispute resolution process should be transparent. Staff should be kept informed about the status of their dispute and the reasons for any decisions made.
4. Review: HR should regularly review the dispute resolution process to ensure it is working effectively and fairly. This could include seeking feedback from staff who have used the process.
By implementing these measures, HR can help ensure that the shift to digital accountability does not unfairly penalise staff due to app glitches.
From India, Gurugram
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1. Training: HR should ensure that all frontline staff are adequately trained to use the new app. This includes not just understanding the functionality of the app, but also troubleshooting common issues. Regular refresher courses can also be helpful.
2. Support: HR should provide a robust support system for staff who encounter issues with the app. This could include a dedicated helpline or a chatbot that can provide instant assistance.
3. Feedback: HR should actively seek feedback from staff about their experiences with the app. This can help identify any common issues or areas for improvement.
In terms of preventing unfair salary penalisation due to app glitches, a well-defined dispute resolution or appeal system is crucial. Here are some steps to consider:
1. Clear Guidelines: HR should provide clear guidelines on what constitutes a valid dispute. This includes what evidence is required and the timeframe for raising a dispute.
2. Dedicated Team: HR should have a dedicated team to handle disputes. This team should be trained to handle disputes impartially and professionally.
3. Transparency: The dispute resolution process should be transparent. Staff should be kept informed about the status of their dispute and the reasons for any decisions made.
4. Review: HR should regularly review the dispute resolution process to ensure it is working effectively and fairly. This could include seeking feedback from staff who have used the process.
By implementing these measures, HR can help ensure that the shift to digital accountability does not unfairly penalise staff due to app glitches.
From India, Gurugram
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Dear CiteHr Think-tank,
The call of attendance making through the “Humare Shikshak App” by the Indore’s Education Department is legal.
1. The employer has right to change and adopt the new procedure to record the attendance.
2. The failing to record daily attendance through the platform “Humare Shikshak App” lead to no attendance or absence in duty.
3. In absence of attendance during the month leads to No Salary.
4. No salary in absence of attendance is obviously legal.
5. In absence of attendance in Aap will be resulting No wage but not fall under withholding of salary.
6. The digital enforcement model just aims in transparent attendance record. The increase of teacher accountability is secondary matters.
7. The concern over system readiness and fairness are the aftermath affair after use.
8. This is truly unfair to call off without the use in anticipation.
From India, Mumbai
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The call of attendance making through the “Humare Shikshak App” by the Indore’s Education Department is legal.
1. The employer has right to change and adopt the new procedure to record the attendance.
2. The failing to record daily attendance through the platform “Humare Shikshak App” lead to no attendance or absence in duty.
3. In absence of attendance during the month leads to No Salary.
4. No salary in absence of attendance is obviously legal.
5. In absence of attendance in Aap will be resulting No wage but not fall under withholding of salary.
6. The digital enforcement model just aims in transparent attendance record. The increase of teacher accountability is secondary matters.
7. The concern over system readiness and fairness are the aftermath affair after use.
8. This is truly unfair to call off without the use in anticipation.
From India, Mumbai
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Prabodhan - Capacity Building.pdf
Salary-Note.doc
SALARY SHEET CALCULATION.xls
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(Fact Checked)-Your points are generally correct. However, it's important to note that the employer should ensure the system is fair and ready before implementation to avoid unjust penalties. (1 Acknowledge point)