Hello Vinod Venu,
You have mentioned quite a few things in your query. What is the main issue:
Is it asking for justice and raising your voice in favour of employees?
Is it the anomalies in implementation of rules/ laws and chasing by labour department?
Is it termination of HR for raising its voice for employees?
First of all the issue has to be clear.
In my opinion the role of HR deptt is two way. It is a bridge between employees and employers. HR communicates Management's views and expectations to employees. HR is also supposed to communicate concerns of employees to Management. Union comes up when employees are aggrieved and Management fails to look after employees.
HR has to act keeping in view the real issue.
If the real issue is anomalies in the implementation of labour laws/ rules and consequent trouble by labour deptt, then HR should study the anomalies and their impact on the company/ business, and sensitize the management accordingly.
If the issue is injustice with employees, then HR has to understand what the injustice is and how it is impacting the employees. Is it happening due to the ignorance of the Management or this is Management's style and strategy of running the company. Are employees coming to HR with grievances or HR has taken it as a self proclaimed responsibility? Here the issue has to be handled with tact, diplomacy and sensitivity. Ultimately HR has to support the Management to run the business as ethically as possible.
If HR acts after due diligence of the matter and communicates with the Management in a responsible and tactful manner, I do not think HR person will be terminated for putting the issues on the table.
If none of these approaches is workable, then you may be in a wrong place, and should look for a company where alignment of your personality with the company culture is possible.
All the best to you.
Indu Wadhwa
Founder & Principal Consultant
Aspiring People
Mob : 09811513715
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www.aspiringpeople.in