RESPONSIBILITIES OF HR COMMUNITY
Hi everybody,
What is happening? Another BPO Staffer murdered at Bangalore! Being HR professionals, do we have any responsibility to avoid these type of occurences? Do you think it is a million dollar question!?
Before going to the current case, I would like to share my views as an HR person. Now a days, lot of BPO's are coming up in major metros. Who are all working there? Fresh graduates, those who have not got the jobs of their choice etc., Then, what is the culture? A vehicle is coming to pick up! So, great! The female who dresses and behaves.....less said the better. I have seen with my own eyes, the BPO staff girl happily smoking and chatting with her fellow male staffers in ..... language! Straight from the college, no maturity of mind. Good salary to enjoy life! Get into some affair with some male, because at odd hours they travel together with males. At some weak moment something happens! That's it! What next?
As HR professionals, can we do something? Can we do some sort of counselling after the recruitment and before putting them on the job? At the same time making very clear about their behavior with female colleagues. Some of you may feel that this happens outside the work place and after office hours. How are we bothered? Right? I feel we are wrong if we think like this. The work atmosphere gets polluted, the Organization gets a bad name. Is it not? Correct me if I am wrong.
This type of situation may arise at any work place/Organization/factory. But it is easier at a BPO.
May I request you all to have an healthy discussion on this subject?
-Srinaren
From India, Bangalore
16Hi everybody,
What is happening? Another BPO Staffer murdered at Bangalore! Being HR professionals, do we have any responsibility to avoid these type of occurences? Do you think it is a million dollar question!?
Before going to the current case, I would like to share my views as an HR person. Now a days, lot of BPO's are coming up in major metros. Who are all working there? Fresh graduates, those who have not got the jobs of their choice etc., Then, what is the culture? A vehicle is coming to pick up! So, great! The female who dresses and behaves.....less said the better. I have seen with my own eyes, the BPO staff girl happily smoking and chatting with her fellow male staffers in ..... language! Straight from the college, no maturity of mind. Good salary to enjoy life! Get into some affair with some male, because at odd hours they travel together with males. At some weak moment something happens! That's it! What next?
As HR professionals, can we do something? Can we do some sort of counselling after the recruitment and before putting them on the job? At the same time making very clear about their behavior with female colleagues. Some of you may feel that this happens outside the work place and after office hours. How are we bothered? Right? I feel we are wrong if we think like this. The work atmosphere gets polluted, the Organization gets a bad name. Is it not? Correct me if I am wrong.
This type of situation may arise at any work place/Organization/factory. But it is easier at a BPO.
May I request you all to have an healthy discussion on this subject?
-Srinaren
From India, Bangalore
Hi Srinaren
There are no liabilities of HR people on occurences such as the one that happened recently. Any crime or misbehaviour associating one's company is a HR persons responsibility, viz, the murder by the cab driver that happened last year.
The incident that happened with Tanya is regrettable, but not a responsibility of the management or the HR in anyway. Counselling for fresh recruits could be induced in the Induction programme, and there could be counselling for distressed employees as well.
You are correct when you say that many would think that outside office affairs are none of our business. I am one of those who think that way. This is because legally there is no constraint over any employee on what they do and what they do not, other than while working hours in the office premises. It is expected of employees to adhere to moral codes of conduct which may or may not be stated in employment clauses.
Moreover, it would not be right in our part, as HR people, to get into others' personal matters. If a lady (or a gent) uses explicit/profane language, we do reserve the authority to take action (to the extent of termination of employment), or just let to with a warning.
The best solution to the issue under discussion is to make the profiling part in recruitment stronger, to check emotional maturity of prospective hires.
I hope all my remarks do not offend anyone, and if it does, it was totally unintentional.
PL&E
vnd
From United States, San Diego
There are no liabilities of HR people on occurences such as the one that happened recently. Any crime or misbehaviour associating one's company is a HR persons responsibility, viz, the murder by the cab driver that happened last year.
The incident that happened with Tanya is regrettable, but not a responsibility of the management or the HR in anyway. Counselling for fresh recruits could be induced in the Induction programme, and there could be counselling for distressed employees as well.
You are correct when you say that many would think that outside office affairs are none of our business. I am one of those who think that way. This is because legally there is no constraint over any employee on what they do and what they do not, other than while working hours in the office premises. It is expected of employees to adhere to moral codes of conduct which may or may not be stated in employment clauses.
Moreover, it would not be right in our part, as HR people, to get into others' personal matters. If a lady (or a gent) uses explicit/profane language, we do reserve the authority to take action (to the extent of termination of employment), or just let to with a warning.
The best solution to the issue under discussion is to make the profiling part in recruitment stronger, to check emotional maturity of prospective hires.
I hope all my remarks do not offend anyone, and if it does, it was totally unintentional.
PL&E
vnd
From United States, San Diego
Hi VN Dixit,
Thanks for your early response. You are right in telling that it is none of our business to get in to one's personal/private lives outside the office hours. Legally also the HR people cannot take any action on the outside office hours doings, but don't you think that it is our social and moral responsibility being the managers of Human Resources to educate, counsel and guide the new recruits who are directly come out of the college with so many illusions in mind.
Any way thanks a lot for your opinion, I have just thrown this current topic for discussion among the HR community and eager to wait and see the responses of others.
Srinaren
From India, Bangalore
Thanks for your early response. You are right in telling that it is none of our business to get in to one's personal/private lives outside the office hours. Legally also the HR people cannot take any action on the outside office hours doings, but don't you think that it is our social and moral responsibility being the managers of Human Resources to educate, counsel and guide the new recruits who are directly come out of the college with so many illusions in mind.
Any way thanks a lot for your opinion, I have just thrown this current topic for discussion among the HR community and eager to wait and see the responses of others.
Srinaren
From India, Bangalore
Hi Srinaren!
I do agree with Mr Dixit. No matter how much we would like to, no one would appreciate if you did meddle in personal matters. Two People might meet in office and may have an affair and after sometime get married too. We cannot be a moral guide for grown ups(even though you may suspect their mental maturity).
What you think is acceptable to you may not be acceptable to some others. It is a matter of perception. As an HR - Professional one must focus on larger issues. By that, I den't mean that you should ignore the minor issues(or for that matter that I am terming the entire incident as trivial). I would not respond to such a situation if it did not disturb the office decorum or is called for by one of the employee(s).
I am looking forward to your response.
Regards,
Shyamali
From India, Nasik
I do agree with Mr Dixit. No matter how much we would like to, no one would appreciate if you did meddle in personal matters. Two People might meet in office and may have an affair and after sometime get married too. We cannot be a moral guide for grown ups(even though you may suspect their mental maturity).
What you think is acceptable to you may not be acceptable to some others. It is a matter of perception. As an HR - Professional one must focus on larger issues. By that, I den't mean that you should ignore the minor issues(or for that matter that I am terming the entire incident as trivial). I would not respond to such a situation if it did not disturb the office decorum or is called for by one of the employee(s).
I am looking forward to your response.
Regards,
Shyamali
From India, Nasik
Hi Shyamali,
Thanks for your response. No body including me and you will not accept or tolerate somebody's interference in our private life! You are right! But what I am trying to put across through these columns, as HR professionals can we include some counselling sort of things during their orientation programme? You may argue that they are not kids and their elders might have already or been telling about moral values etc., But then this counselling is done at the time of orientation, I personally feel that it may help to some extent.
I am having an overall industrial experience of about 30 years. For the first time in my career, I have taken up this HR responsibility wholely because all these days HR was part of my job. I have worked in Production, Planning etc., and HR was part of my job. Being the top management person, many a times I have counselled people about things like this and you will be surprised I have a success rate of 99%.
In any case, I appreciate your response and am looking forward for the views of my other HR community.
Thanks
-Srinaren
From India, Bangalore
Thanks for your response. No body including me and you will not accept or tolerate somebody's interference in our private life! You are right! But what I am trying to put across through these columns, as HR professionals can we include some counselling sort of things during their orientation programme? You may argue that they are not kids and their elders might have already or been telling about moral values etc., But then this counselling is done at the time of orientation, I personally feel that it may help to some extent.
I am having an overall industrial experience of about 30 years. For the first time in my career, I have taken up this HR responsibility wholely because all these days HR was part of my job. I have worked in Production, Planning etc., and HR was part of my job. Being the top management person, many a times I have counselled people about things like this and you will be surprised I have a success rate of 99%.
In any case, I appreciate your response and am looking forward for the views of my other HR community.
Thanks
-Srinaren
From India, Bangalore
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