The presentation is very good one. It is good in the sense that it will give an idea as to what transformation has happened to HR from the old Personnel Management. But at the same time, being a member of citehr.com who used to go through posts by different new generation HR persons thoroughly, I could understand that the old Policing type of HR is still present in companies even though we say that HR has become very employee friendly. In a very recent post I saw the plight of one employee of an MNC who has been harassed by the previous employer despite that fact that he had a very smooth handing over and legal relieving. The employee was asked to go by the new company saying that “we don’t want to be part of any legal complications” That is also new HR.
The case of private sector banks (new generation or next generation banks), small and medium sized IT companies, BPOs, Call centres etc wherein highly educated people work both in operations and non operations including HR department, the situation is not good. With lots of ego clashes between departments and finally ending up with blow on HR and HR ending up with “compromise” is the story today. Therefore, with changes in the professional environments, I have not noticed any real change. The training takes place just for achieving targets, so long as attrition is there recruitment will lead the role of HR, so long as employees are employable, attrition will be a fact, so long as the top management is greedy of making handful of profits non compliance of statutory things will tie the hands of HR and so long as there is no alternative available the HR will compromise!!
Even in the past the psychological assessment, reengineering and other noel techniques were put to use. But it was done within the organisation and by the HR team. Now it has been taken over by specialized teams or consultants. Now a days the process of retrenchment is also outsourced to some HR agency who will do the formalities (Formalities will not include the procedures as is required under the Industrial Disputes Act ) in a way that the employee sent out will not make it as an industrial dispute. That role of HR is also a strategic role which we should highlight when we talk about changing roles of HR.
One thing I do not agree with Biswas is that we have not yet changed to solve the causes of problems but have just understood how to kill it from the root so that problems will not arise in future and we can work without hassles. We should be more practical in approach than what we have studied from universities
Regards,
Madhu.T.K