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.
From India, Delhi
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From India, Delhi
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As the Aid & Advisor to the Employer/Management in OPTIMIZING the "Energy" and "Intelligence" of Human Beings employed in respective Establishments/Organizations; we, the HR Management Practitioners, must provide All Reasonable Assistance and Guidance to the Organization, being and acting as the Beacon Light/Lighthouse. It means and includes serving as "Eyes" and "Ears" of the Organization; Keeping Communication Channels - Formal and Informal, both - Unclogged; Evolving/Possessing Qualities of Character and Personality, and above all, Being Fair, Proper, and Just - True to the Cause of Creation of Wealth and Wellbeing for All Stakeholders.
The aforesaid, Broadly, Is the Outline, Details may Vary in Organizations. To remain Relevant at the Workplace, our Group Must Know How to Use the Specialized Knowledge we keep accumulating. Let's 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 the Bhartiya Samvidhan;
3. Becoming Well-versed with the Mechanism created Under SHWW (P, P & R) Act 2013;
4. Prevailing over the Employers to "Create Internal Committee; Organize Mandatory Programs under Section-19 titled Duties of Employer"; and inter alia
5. Never Trivializing Aggrieved Woman Complainant's SH Complaint/Report.
Our Laws are comprehensive and capable of Dealing with any Situation/SH Complaint.
Kritarth Team, 3.11.18
From India, Delhi
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214The aforesaid, Broadly, Is the Outline, Details may Vary in Organizations. To remain Relevant at the Workplace, our Group Must Know How to Use the Specialized Knowledge we keep accumulating. Let's 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 the Bhartiya Samvidhan;
3. Becoming Well-versed with the Mechanism created Under SHWW (P, P & R) Act 2013;
4. Prevailing over the Employers to "Create Internal Committee; Organize Mandatory Programs under Section-19 titled Duties of Employer"; and inter alia
5. Never Trivializing Aggrieved Woman Complainant's SH Complaint/Report.
Our Laws are comprehensive and capable of Dealing with any Situation/SH Complaint.
Kritarth Team, 3.11.18
From India, Delhi
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From India, Ahmedabad
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From India, Ahmedabad
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.
Role of hr.zip
Changing role of HR.ppt