Impact of Regional Language Proficiency on Selection in Factory/Plant HR Department

Greetings to all experts,

I'm seeking clarification on why a lack of proficiency in regional languages is a significant issue when selecting candidates for the HR department in a factory or plant setting.

Looking forward to your responses.

The proficiency in regional languages can be a crucial factor in HR roles, especially in a factory or plant setting. Here's why:

1. Communication: HR professionals often serve as a bridge between management and employees. If the workforce comprises a significant number of people who are more comfortable in the regional language, it's beneficial for the HR personnel to be proficient in that language to communicate effectively.

2. Employee Relations: Understanding and resolving employee concerns is a key part of HR. Being able to communicate in the regional language can help in building trust and rapport with the employees, leading to better employee relations.

3. Legal Compliance: In many regions, certain legal and compliance documents may be in the regional language. Proficiency in the language can help ensure accurate interpretation and adherence to these laws.

4. Training and Development: HR often conducts or coordinates training sessions. If these sessions are in the regional language, they may be more effective as employees can better understand and engage with the content.

To address this issue, you could consider providing language training to your HR staff or hiring individuals who are proficient in the regional language. This could help improve communication, enhance employee relations, and ensure legal compliance.

Dear Poster,
Greetings!
How do you communicate with a local employees know other state languages other than their regional language?
Does HR understand, if the employees are speaking in their regional language?This is the rule of the state to use the state language in office work. The lackness of knowledge in regional language is a big issue for dealing factory/plant HR department.
The knowledge of a regional languae of seventh standard is most for an employee opt all India cadre service. Thus the knowledge of regional language is most, where one has to deal the local speak language.

Dear Abhay,

Not just in factories or plants, even in the service sector, employers select HR professionals who know the local language. The primary reason for their decision is the employment of the local staff at the lowest level of hierarchy, who are known as 'workers'. The workers prefer someone of their own who understands their language or culture. The knowledge of the local language helps the HR professional to become a bridge between the workers and the top leadership. The lack of knowledge

Secondly, the HR professionals have to deal with the local government authorities. These government authorities consider themselves as the representatives of the native culture and refuse to speak in any language other than the local language. Under such circumstances, if the HR professional does not know the local language, then it becomes a challenge for him/her. The same problem occurs when the HR professional visits the local government offices.

Additionally, not all employers know the local language. Therefore, they rely on managers who can communicate in the local language and also in English or Hindi.

Yes, it is true that after seventy-five years of independence, the language barriers should have been dissolved. However, in India, the force of sub-nationalism is so strong that it subsumes nationalism. There are regional political parties whose existence depends on playing the politics of competitive identity. They have a self-interest in promoting regionalism, language, etc. This, in turn, downplays the requirement of a unified language across the country.

Against this backdrop, in India, how many decades it will take to dissolve the language barriers is anyone's guess.

Thanks,

Dinesh Divekar