Dear All
The moral of the Story .In India all MNC "s & Corporates should think well before Hiring as Firing is not that easy.As an Employer in India you owe a Social responsibility and not as a Profit generating entity alone.
The Indian model of Security of Employment is the best solution which Trade Unions are fighting for."Hire & Fire " Polcy will lead to social unrest.
Socialism will lead to Capitalism and back to Socialism and it goes on like that.Let us not forget India is a Welfare State.
With Regards
V.Sounder rajan
E-mail :
From India, Bangalore
50The moral of the Story .In India all MNC "s & Corporates should think well before Hiring as Firing is not that easy.As an Employer in India you owe a Social responsibility and not as a Profit generating entity alone.
The Indian model of Security of Employment is the best solution which Trade Unions are fighting for."Hire & Fire " Polcy will lead to social unrest.
Socialism will lead to Capitalism and back to Socialism and it goes on like that.Let us not forget India is a Welfare State.
With Regards
V.Sounder rajan
E-mail :
From India, Bangalore
Hi
I think Paromita Mukherjee Ojha is right in certain ways. Ofcourse the whole issue was not handled in an appropriate manner but the employee on probation can be terminated with out any notice. Just think the other way - what if an employee on probatio leaves? He or she certainly does not have to furnish any notice,he can drop all the important assignments and leave on the same day. Then why if the organisations does the same way is not looked up inprofessional manner.
I think this is more of media hype worsen by political interestes.
From India, Mumbai
I think Paromita Mukherjee Ojha is right in certain ways. Ofcourse the whole issue was not handled in an appropriate manner but the employee on probation can be terminated with out any notice. Just think the other way - what if an employee on probatio leaves? He or she certainly does not have to furnish any notice,he can drop all the important assignments and leave on the same day. Then why if the organisations does the same way is not looked up inprofessional manner.
I think this is more of media hype worsen by political interestes.
From India, Mumbai
I think we are all underestimating the potential of a "thinking" HR / Management, by simply taking a two dimensional view to the issue - wrong decision and political pressure. I think it is much beyond that. I'm sure no HR head or CEO can take a decision of retrenching 1800 people without actually aniticipating reactions. The Management is capable enough to anticipate reactions and then plan their moves.
Imagine the ease of tough HR decisions on all these people who are taken back NOW!.
From India, Mumbai
Imagine the ease of tough HR decisions on all these people who are taken back NOW!.
From India, Mumbai
Hi folks Indian Gov needs to enforce strict labour laws,Gov is like a see saw with money and votes in different ends
From India, Bangalore
From India, Bangalore
HI Guys, Mini i totally agree with you. But I dont understand one thing - how can Naresh Goyal take back his own decision - is this due to political pressure ?
From India, Mumbai
From India, Mumbai
Hi,
Bussiness Analyst have to keep a track of the needs and the current market.Without estimating the needs simply recruiting the employees is really not a good thing.Approximatly from back one and half a month the market is in decreasing trend so atleast HR department or Bussiness Analyst might have given the information prior to the employees to resign their services might avoided such issues.
Regards,
Deepika G.
From India, Hyderabad
Bussiness Analyst have to keep a track of the needs and the current market.Without estimating the needs simply recruiting the employees is really not a good thing.Approximatly from back one and half a month the market is in decreasing trend so atleast HR department or Bussiness Analyst might have given the information prior to the employees to resign their services might avoided such issues.
Regards,
Deepika G.
From India, Hyderabad
I understand the HR role during this crisis and the impetus does not depend only on HR but on the Board of Directors for approving this uninamous decision. They must have anticipated the repurcussations.
I would add here that if this retrenchment was decided then, it should have been followed case-by-case rather than lumpsum and now this is the result. Always break into units before trying to break the bundle.
I am sure
From India, Mumbai
I would add here that if this retrenchment was decided then, it should have been followed case-by-case rather than lumpsum and now this is the result. Always break into units before trying to break the bundle.
I am sure
From India, Mumbai
I understand the HR role during this crisis and the impetus does not depend only on HR but on the Board of Directors for approving this uninamous decision. They must have anticipated the repurcussations.
I would add here that if this retrenchment was decided then, it should have been followed case-by-case rather than lumpsum and now this is the result. Always break into units before trying to break the bundle.
I am sure they will be retrenched sooner or later to meet the fiscal gap....
What is ur prediction?
From India, Mumbai
I would add here that if this retrenchment was decided then, it should have been followed case-by-case rather than lumpsum and now this is the result. Always break into units before trying to break the bundle.
I am sure they will be retrenched sooner or later to meet the fiscal gap....
What is ur prediction?
From India, Mumbai
Hi,
I would like to share a real story of a radio company...
The firm actually overproduced radios, and dont know how to sell the surplus...
It has to stop production and lay off some workers. The owner pondered about this issue for the whole night and got a creative idea... He asked the production workers to produce radios for half a day and sell them before end of the day. The workers find it more enjoyable to work as sales man, since they know more about components, quality aspects and features... Within few days, the firm regained stability...
Like this, try to utilize the man power differently and cope up with the situation.
Make the employees participate in open discussions nd find some creative solution before taking critical decisions....
Thank you for all your contributions to gain big picture about this retrenchment issue...
Reg,
Priya.
From India, Bangalore
I would like to share a real story of a radio company...
The firm actually overproduced radios, and dont know how to sell the surplus...
It has to stop production and lay off some workers. The owner pondered about this issue for the whole night and got a creative idea... He asked the production workers to produce radios for half a day and sell them before end of the day. The workers find it more enjoyable to work as sales man, since they know more about components, quality aspects and features... Within few days, the firm regained stability...
Like this, try to utilize the man power differently and cope up with the situation.
Make the employees participate in open discussions nd find some creative solution before taking critical decisions....
Thank you for all your contributions to gain big picture about this retrenchment issue...
Reg,
Priya.
From India, Bangalore
I agree. either they will be retrenched, or they will be given choices which wil lead to natural attrition . For eg Huge Paycuts, or no increments for two years / no bonuses.. people will be forced to accept. That's how the job of HR has become easier here.... and now they will accept things happily.. when the house is on fire..whatever l'lle you are able to procure..you are happy! I've been wondering .. was THIS the plan.. retrench... let hue and cry happen... then become soft...maintain yr image as a good employer..... and then do what it takes to reduce costs.. What say?
From India, Mumbai
From India, Mumbai
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
The Exodus after a Layoff.doc
Destroyed in Seconds - Jet Plane Collision.zip
Five Ways To...Say Final Goodbye to Jet Lag.pdf