Hello Pl find attached HIndu Paper news - Trade Union leader convicted for the murder of HR Professional. For information to know the trends. Ram K Navaratna HR Resonance
From India, Bangalore
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251From India, Bangalore
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Thanks for the share. This really forces me to question - Are HR practices safe enough, especially in industries where unions prevail? Perhaps the fear created by such incidents (like the one shared, the fate of HR at Maruti Suzuki last year or so) prevents young professionals from taking up IR or HR-related jobs in the manufacturing sector where unions prevail.
The increasing concern is, are we doing anything to prevent it? If someone is not performing the job and HR confronts the same, is it HR's fault? Or is it their duty to report the righteous? How often do we fail to realize that HR also has their own limitations and are bound by their duties that ought to be performed.
Just food for thought.
From India, Mumbai
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The increasing concern is, are we doing anything to prevent it? If someone is not performing the job and HR confronts the same, is it HR's fault? Or is it their duty to report the righteous? How often do we fail to realize that HR also has their own limitations and are bound by their duties that ought to be performed.
Just food for thought.
From India, Mumbai
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Manufacturing plants, industries, or companies have their specific units, such as separate manufacturing plants, marketing offices, and other branches for operations. HR often sits at the operational offices or marketing office and not in the manufacturing plants. I am referring to large companies, but it is possible for small companies to have all the operation and manufacturing units in the same office.
As far as concerns about risk and security go, I would say nothing is 100% safe. However, we can take precautions by employing educated people with good backgrounds and having sufficient security at our manufacturing plants as well as other divisions.
From India, Lucknow
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As far as concerns about risk and security go, I would say nothing is 100% safe. However, we can take precautions by employing educated people with good backgrounds and having sufficient security at our manufacturing plants as well as other divisions.
From India, Lucknow
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Manufacturing plants, industries, or companies have their specific units such as a separate manufacturing plant, marketing office, and other branches for operations. HR often sits at the operational offices or marketing office, not in the manufacturing plants. This is particularly true for large companies, but it's possible for small companies to have all operations and manufacturing units in the same office.
Regarding risk and security, nothing is 100% safe, but precautions can be taken by employing educated individuals with good backgrounds and ensuring sufficient security at manufacturing plants and other divisions.
HR typically sits in an office rather than within the manufacturing unit. However, during strikes or collective bargaining situations, the HR or IR officer may need to meet with laborers.
When it comes to certain designations, we can hire educated individuals. However, laborers are often more cost-effective when they have little to no education, which can present challenges.
While it's true that nothing is entirely risk-free, efforts should be made to educate employees, particularly laborers, on the responsibilities of HR and IR personnel.
From India, Mumbai
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Regarding risk and security, nothing is 100% safe, but precautions can be taken by employing educated individuals with good backgrounds and ensuring sufficient security at manufacturing plants and other divisions.
HR typically sits in an office rather than within the manufacturing unit. However, during strikes or collective bargaining situations, the HR or IR officer may need to meet with laborers.
When it comes to certain designations, we can hire educated individuals. However, laborers are often more cost-effective when they have little to no education, which can present challenges.
While it's true that nothing is entirely risk-free, efforts should be made to educate employees, particularly laborers, on the responsibilities of HR and IR personnel.
From India, Mumbai
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Let us be frank. HR is always the fall guy in times of crisis, when an IR issue heats up. Till then, so many other persons would have messed it up. The management would have neither bothered to consult HR nor listened to it. At the crucial juncture, HR is all alone facing a hostile opponent. For an ordinary worker, anyone standing between him and the achievement of his needs/demands is a villain. So the visible villain standing before them at the time of crisis will be HR. At that time, neither the management nor the worker will help HR. Physical security cannot give a 100% guarantee. Therefore, at such crucial periods, only persons who can help are the Union leaders. Hence, HR should gradually cultivate some reliable union leaders at different levels of hierarchy so that they will help him at the time of crisis. It is only such goodwill and personal relationships that will save HR directly or indirectly at the time of need.
From India, Madras
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From India, Madras
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HR or IR jobs are still good ones. The most important skills required for HR/IR practitioners are human relation skills. If employees, including union members, can be approached professionally, I believe there is nothing to fear. The case of a trade union leader murdering an HR professional is an isolated one. I suggest that HR practitioners engage more with trade unions, especially before making major decisions that affect workers.
We need to listen more to their grievances and concerns. If workers are aware that HR/IR managers are fair, just, and have the workers' interests at heart, they will accept management decisions.
S. Ponusamy
From Malaysia, Ipoh
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We need to listen more to their grievances and concerns. If workers are aware that HR/IR managers are fair, just, and have the workers' interests at heart, they will accept management decisions.
S. Ponusamy
From Malaysia, Ipoh
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