Dear Arpan,
Your quote,
"HR personnel imposes the unfair management rules on workers" is a statement which needs to be seen in different dimensions. But as a HR he/she should not be the puppet in the hands of Management. They should be the mediaters b/w workers and management. One should not stick to management decisions and the decisions should be made by HR as per prevailing or governing laws which should be mutually fair to HR, workers as well as to management.
RK
From India, Mumbai
14Your quote,
"HR personnel imposes the unfair management rules on workers" is a statement which needs to be seen in different dimensions. But as a HR he/she should not be the puppet in the hands of Management. They should be the mediaters b/w workers and management. One should not stick to management decisions and the decisions should be made by HR as per prevailing or governing laws which should be mutually fair to HR, workers as well as to management.
RK
From India, Mumbai
Dear all,
I am also very shocked by heard this bad news it should not be happen again in future because HR- always work for people of organization even every time he do good work for people but if by mistake he commit mistake so people do not wear it why..? HR also human being ,he has also own feeling , and he is not god so he can not do mistake so here i want to say that people should understand work of hr ,and if any mistake committed by hr so people should not take negative for things,
Regards- Sonpal Raghuwanshi
MANAGER- HR,
From India, Indore
I am also very shocked by heard this bad news it should not be happen again in future because HR- always work for people of organization even every time he do good work for people but if by mistake he commit mistake so people do not wear it why..? HR also human being ,he has also own feeling , and he is not god so he can not do mistake so here i want to say that people should understand work of hr ,and if any mistake committed by hr so people should not take negative for things,
Regards- Sonpal Raghuwanshi
MANAGER- HR,
From India, Indore
Came to hear about the incident at Maruti Suzuki's Manesar Plant..about the brutal killing of Mr.Ashwin Kumar (G.M-HR).Lets pay our homage to his soul.One thing we should understand that as an HR Proffessional we need to take things in our hand or convince employee's or forcify things to unions...We as HR Proffessional should act as a bridge to fill the gap between the employees & the employe but to a certain limit & when such things are not resolved then forward the matter to the Top management immediately.These dumb workers who act as the puppet of the unions can never understand that the HR is meant for them for their's welfare.
Regards,
AMIT SHIVAM
HR MANAGER
BHANDARI AUTOMOBILES PVT.LTD.
KOLKATA
From India, Chandigarh
Regards,
AMIT SHIVAM
HR MANAGER
BHANDARI AUTOMOBILES PVT.LTD.
KOLKATA
From India, Chandigarh
i think that Maruti should stop bad HR practices like,keeping workers on contract for yrs with unjustified defference in wages and benefits,not honouring agreements ,commitments illegal and unjustified slary recovery,hire and fire policy etc.Employees should not resort to violence falling prey to external forces.HR should prevail upon managers and workers using their professional knowledge to go for the highest work/HR practices in line with civilized society.
From India, Thiruvananthapuram
From India, Thiruvananthapuram
1) Our condolences to the bereaved family of Shri Awanish Kumar Dev-heart goes out to him for dying in fire – his last moments would have very painful – may God rest his soul and give strength to his family to bear the future
2) The lesson we have to learn: -design our system such that this type of incidences are not repeatable in future
Data presented for mayhem is that a supervisor used caste name against Lal and hence led to violence - This is union version; why has management not come out with their version.
Please note that aspirations of most of the workers are like management staff‘s aspirations- educate their children so that their life will be better than their own; own an home – enjoy life – our workers are not barbarians or uncultured – they behave like Manesar Maruti workers because that is how they have been treated – treated by the management ; the management representatives, who get their salary from the management have to implement the management instructions
Discipline and productivity – this is not the sole property of HR- it is management’s and its representative’s responsibility
The function of HR is that of the Mother in a family with the management being the father and the workers being children – does the HR function like mom? Will the management allow Mom to function like in the family – the management has to take into consideration the market place and its dynamics, competitive environment of the outside world, political situation due local rowdies and politicians, effect of banking and commercial policies and so many factors – all this just to exist and plan for growth- workers with absolutely no risk expect promotion , increment, hefty pay rise, lesser working hours and free loading lunch
Cultural transformation is the need of the hour
The entry of Multi nationals, their treatments of Indians in our own motherland – especially Koreans, Japanese – please check up and then comment
Best wishes and praying that such incidences do not come to pass again
From India, Hyderabad
2) The lesson we have to learn: -design our system such that this type of incidences are not repeatable in future
Data presented for mayhem is that a supervisor used caste name against Lal and hence led to violence - This is union version; why has management not come out with their version.
Please note that aspirations of most of the workers are like management staff‘s aspirations- educate their children so that their life will be better than their own; own an home – enjoy life – our workers are not barbarians or uncultured – they behave like Manesar Maruti workers because that is how they have been treated – treated by the management ; the management representatives, who get their salary from the management have to implement the management instructions
Discipline and productivity – this is not the sole property of HR- it is management’s and its representative’s responsibility
The function of HR is that of the Mother in a family with the management being the father and the workers being children – does the HR function like mom? Will the management allow Mom to function like in the family – the management has to take into consideration the market place and its dynamics, competitive environment of the outside world, political situation due local rowdies and politicians, effect of banking and commercial policies and so many factors – all this just to exist and plan for growth- workers with absolutely no risk expect promotion , increment, hefty pay rise, lesser working hours and free loading lunch
Cultural transformation is the need of the hour
The entry of Multi nationals, their treatments of Indians in our own motherland – especially Koreans, Japanese – please check up and then comment
Best wishes and praying that such incidences do not come to pass again
From India, Hyderabad
I am agreed with Mr. Pravin, this is a time that the NIPM/HR forums shall come forward and take this issue to govt. and demand action against the workers. Mr.Avanish is vitim of anger of worker against the management. action against the workers is necessary because such type of incident should not occur in future.
hemant P suradkar
From India, Mumbai
hemant P suradkar
From India, Mumbai
Hi Everybody,
The incident happened with Late Mr. Ashwin Kumar was too bad. GOD give the strength to his family to bear his absence.
From this incident every HR professional should learn some lessons.
Just imagine what we fail to do? I think as following.
1) HR fails to bridge the communication gap between worker and supervisor.
2) HR professional can avoid any immediate action against deceased worker.
3) HR fails to train their supervisory staff about communication when industry is abnormal since last one year.
4) HR fails to identify the worker, group of worker which are so aggressive.
5) HR fails any preventive actions against those which are spoiling environment.
6) HR fails to understand the seriousness of incident.
7) HR fails to gain respect of worker and unions both who targeted him without sense.
8) MIS failed to gather such kind of information previously.
9) HR fails to know their limit at the time of incident.
10) HR fails to establish industrial peace and harmony.
11) Where are the security personnel when incident took place?
12) Why HR personnel gathered at workplace? it can be settled in HR office.
13) Why HR faced such group of workers? can meet individually.
14) Why not deal that incident with Union representative?
15) Why should not take action against supervisor(Staff) first as precaution? Getting a step back never to fail but for jump long....
Dear professionals find out the answers you will get learn a lot of things.
Please share your answers for new comers.
-------------------------
Sukhadev Sathe
Manager HR & Admin
Cellplan Technologies Pvt. Ltd.
Pune Maharashtra
From India, Pune
The incident happened with Late Mr. Ashwin Kumar was too bad. GOD give the strength to his family to bear his absence.
From this incident every HR professional should learn some lessons.
Just imagine what we fail to do? I think as following.
1) HR fails to bridge the communication gap between worker and supervisor.
2) HR professional can avoid any immediate action against deceased worker.
3) HR fails to train their supervisory staff about communication when industry is abnormal since last one year.
4) HR fails to identify the worker, group of worker which are so aggressive.
5) HR fails any preventive actions against those which are spoiling environment.
6) HR fails to understand the seriousness of incident.
7) HR fails to gain respect of worker and unions both who targeted him without sense.
8) MIS failed to gather such kind of information previously.
9) HR fails to know their limit at the time of incident.
10) HR fails to establish industrial peace and harmony.
11) Where are the security personnel when incident took place?
12) Why HR personnel gathered at workplace? it can be settled in HR office.
13) Why HR faced such group of workers? can meet individually.
14) Why not deal that incident with Union representative?
15) Why should not take action against supervisor(Staff) first as precaution? Getting a step back never to fail but for jump long....
Dear professionals find out the answers you will get learn a lot of things.
Please share your answers for new comers.
-------------------------
Sukhadev Sathe
Manager HR & Admin
Cellplan Technologies Pvt. Ltd.
Pune Maharashtra
From India, Pune
My heartfelt condolence to the bereaved family of Awanish Kumar
1. Unlike earlier days, today's workers are knowledge workers with higher conciousness level in all respects. Smart work over-rules hard work, flexibility over-rules rigidity, freedom to express, explore, outburst, open market... are part of their mind set and this is obvious.
2. The approach "Employees First" is what the majority of knowledge workers anticipate. It is no longer "customers first".
3. Yes, "man power" in manufacturing industry is the biggest challenge today. It is more challenging in manufacturing than in other sectors because, in manufacturing it is much of hard work (physical) than smart work. Today's knowledge workers expect that to be an accepted fact.
4. This is becoming more and more severe with the growing IT sector. A big question mark about the future of manufacturing industry
5. Its a big challenge for HR professionals to re-conceptualize the management as A TEAM rather than "EMPLOYER-EMPLOYEES"
Thanks and Regards
db
From India, Pune
1. Unlike earlier days, today's workers are knowledge workers with higher conciousness level in all respects. Smart work over-rules hard work, flexibility over-rules rigidity, freedom to express, explore, outburst, open market... are part of their mind set and this is obvious.
2. The approach "Employees First" is what the majority of knowledge workers anticipate. It is no longer "customers first".
3. Yes, "man power" in manufacturing industry is the biggest challenge today. It is more challenging in manufacturing than in other sectors because, in manufacturing it is much of hard work (physical) than smart work. Today's knowledge workers expect that to be an accepted fact.
4. This is becoming more and more severe with the growing IT sector. A big question mark about the future of manufacturing industry
5. Its a big challenge for HR professionals to re-conceptualize the management as A TEAM rather than "EMPLOYER-EMPLOYEES"
Thanks and Regards
db
From India, Pune
Hi
Sharing condolences on sad demise of such a veteran Hr Professional,May his soul rest in peace.
I agree on Arpan Trivedi's views and would like to add that whether big or small all organisations need to think that today human values need to be respected and efforts be made in this direction to enculcate harmonious environment and amicable industrial relations.Though HR professinals are well aware of this but in many cases i found that due to management compellsions and policy Of profit making prevents hr personnel to implement or act in establishing the healthy worker and management relationship.The Result we have seen.
I have dealt with few MNCs where i found that management members who are foreigners, are not fully aware of indian leagal implecations on labour front and and our indian Hr professionals fail at many places to percolate and interprete the labour laws and labour problems to higher management in right perspective.
Also a great deal is need to be done in ensuring proper training and development in respect of behavourial managment.
It is also to be understood by the organisations and managment that with such high inflation in the market, wages and compensation of workers and work place environment needs to be reworked where in workers can achieve job satisfacion,aim for fulfillment of organisational comitment and look fwd towards self growth in the growth of organisation.
I m note a core hr but hope what ever i shared throws some light towards improvement of HR environment.
Thanks,
Bijay
From India, Vadodara
Sharing condolences on sad demise of such a veteran Hr Professional,May his soul rest in peace.
I agree on Arpan Trivedi's views and would like to add that whether big or small all organisations need to think that today human values need to be respected and efforts be made in this direction to enculcate harmonious environment and amicable industrial relations.Though HR professinals are well aware of this but in many cases i found that due to management compellsions and policy Of profit making prevents hr personnel to implement or act in establishing the healthy worker and management relationship.The Result we have seen.
I have dealt with few MNCs where i found that management members who are foreigners, are not fully aware of indian leagal implecations on labour front and and our indian Hr professionals fail at many places to percolate and interprete the labour laws and labour problems to higher management in right perspective.
Also a great deal is need to be done in ensuring proper training and development in respect of behavourial managment.
It is also to be understood by the organisations and managment that with such high inflation in the market, wages and compensation of workers and work place environment needs to be reworked where in workers can achieve job satisfacion,aim for fulfillment of organisational comitment and look fwd towards self growth in the growth of organisation.
I m note a core hr but hope what ever i shared throws some light towards improvement of HR environment.
Thanks,
Bijay
From India, Vadodara
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Maruti Manesar Report.pptx
Body language.doc