corporate legal advice: Watch your HR for sustained Growth of Organisation...

corporate legal advice: Watch your HR for sustained Growth of Organisation...: Though every HR aspires to work efficiently for the growth of an organisation, certain elements creep-in and hamper the operations.  The f...

corporate legal advice: Watch your HR for sustained Growth of Organisation...

corporate legal advice: Watch your HR for sustained Growth of Organisation...: Though every HR aspires to work efficiently for the growth of an organisation, certain elements creep-in and hamper the operations.  The f...

Watch your HR for sustained Growth of Organisation!

Though every HR aspires to work efficiently for the growth of an organisation, certain elements creep-in and hamper the operations.  The following are some of the areas which needs observation by the management.

Tie-up with manpower agencies :-  For ease of hiring, companies tie-up with manpower agencies.  Often, in-house HR collude with these external agencies and engage in malpractices.  Most of them are (i) HR running a Placement Agency in Benami Name, (ii) Asking to send CVs of unsuitable candidates, so that the vacancy remains vacant to ensure their sustainability in the organisation,          (iii)  Sharing commission on the basis of candidates recruited by the company,         (iv) Providing past requirements (or unavailable posts details), so as to help the placement agencies to advertise and gain candidates information.  (The placement agencies sell the data collected from candidates to Tele-callers for a fee which is shared between HR & placement agency), (v) Running an Insurance agency campaign (HR or placement agencies candidly seek the prosperous candidates to buy an Insurance policy).

E-mail :-  For recruitment purposes a separate e-mail id should be provided which must be monitored by the management for any misuse.  Even the Recycle Bin should not be spared.  In an organisation, it was revealed that most of the CVs sent to the HR landed in Recycle Bin.  Several potential candidates CVs have been lost to the detriment of the company.

Direct Submission of CV :   A company was in dire necessity of House-keeping and Office Boys who were local.  One day it was observed that the Security personnel were tearing the CVs received during the day.  When enquired upon, they have simply said that they are acting as per the directions of HR Manager, who asked them to throw the CVs received by hand everyday!  The HR manager thought it better to recruit the candidates through his own sources!

Technical Interview :-  Technical or Core Job Profile interview must be conducted by unbiased individuals.  At times, the Team involved to conduct the interview purposely filter even the most-eligible candidates (to ensure that the company's project or operations depend entirely on their selected-few shoulders!).  A software company's HR frustratingly said once "Even If I bring Narayana Murthy also, these fellows will reject him".  When analyzed, the basic point behind most of the rejections was ''they have not worked on the particular platform or they do not have industrial exposure''.  For example, Law Field covers from Earth to Sky.  One cannot be master of all the spheres of law, hence, particular industry exposure cannot be expected from all the candidates!  Even Supreme Court Judges are not exposed to all spheres of law.  In one Environmental Case, Supreme Court Bench requested a Senior-Advocate as Amicus Curiae to educate them on the issue at hand, who has conducted 3 days classes at the Court for them.  Every rejected candidates CV must be scrutinized at second-level to discover bias/anomaly on the part of technical team.  Certain  vested mind-set of people in an organisation always try to ensure more-qualified or experienced candidates do not get into the company. It is just like that a Manager who is less qualified will not like to hire an individual having more qualifications than him fearing insecurity of his position!

Exit-Interview :-  This is a HR practice which most companies do not adhere to.  The person leaving the organisation should be asked to send a feed-back after completion of 1 month from the organisation, which will (mostly) reveal the lacunae!  

Six monthly review of staff position (With list of called/rejected/selected candidates, and list of resigned/relieved staff) must be subjected to an analysis by the management which will serve as a Watch-dog over HR.  

Management need not be a detective kind but appropriate check systems at  right places will help organisational growth!  Delegation of Right Job to a Right Person is an Art, if practiced rightly will do wonders!

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HR : Core activity of a corporate entity which needs to be under constant scanner!

Recently I saw a job advertisement wherein one of the Job Description mentioned that "To ensure distribution of Diwali/Ayudha Pooja to Govt Officials''.  Openly they have advertised this criteria in their job advertisement which surely will impact their operations if appropriate action is taken by the authorities or if anyone keeps the advt to utilise it against the company!  Several years back, I have attended an interview at a company and while discussing job details I enquired as to what post they are offering, one of the Director said it's Legal Adviser post, then I have shown them the advertisement which mentioned the post as ''Legal Contractor" (an invention made by top-school HR!).  

Providing all relevant information regarding the job description is important at the same time it should be seen that illegal and irelevant information are avoided!