The multi-generational workforce conundrum is making the entire governance re-look at the way HR function was considered for all these years.
With more younger generation coming into the picture it has become imperative to break the shackles of the traditional way of governing a system irrespective of whatever sector it may be.
Amidst these changes and uncertainties looming ahead, a plethora of innovative and effective measures are being considered and planned round the clock by HR leaders and top executives in the Indian corporate world. There is hardly any sector unaffected in this.
Recently there has been some progressive change in traditionalist thinking of non corporate sectors.
* Indian Railways:
The first ever HR Round Table Conference by Indian Railways was inaugurated by Minister for Railways Suresh Prabhakar Prabhu this month.
The conference was organized around the following three themes: Creativity within Constraints, The Future of Work – HR Role and stakeholders expectations from HR.
Chairman, Railway Board, A K Mital, Member Staff Pradeep Kumar, other Railway Board Members and senior officials were also present on the occasion.
The agendas discussed ranged from defining corporate goals to creating the right organization structure for driving efficiency and performance. It emphasized that the change should start from the top level officials. The issues relating to wrong people being assigned to the wrong jobs were discussed.
Mital said that in all other organisations the cost of employees is around 30 per cent whereas in Indian Railways it is 60 per cent of the operation cost.
The need of the hour is to increase the earning so that the cost of employees will go down which will be possible only when efficiency and output of each and every employee will improve.
The failure to recognise that employees are integral for higher performances and the potential for improved performance is being significantly re-looked at with the help of thought leaders in the industry.
* Indian Army:
Recently several videos were surfaced on social media pointing out the not-so-good issues penetrating in Indian Army.
This sticky issue has never been brought in light in such an unpleasant manner as seen in recent past. Battling these challenges of managing super talented assets of our country, relating to the pyramidal structural issue of this acclaimed body, a six day annual commander’s conference was organised by the top brass of the Indian army. These included grievances relating to compensation, performance appraisals and disgruntlement among some jawans over the Sahayak system.
HR policy ramifications came out as one of the key areas to be addressed to with a more pragmatic approach.
There are plans going on to make Short Service Officers entry scheme more popular. This will definitely combine actions relating to streamlining of the hiring pattern, employment of women officers and grant of honorary ranks to Junior Commissioned Officers and Non Commissioned Officers.
The call for a more 'participative' form of policy formulation to address HR issues by enhancing transparency and inclusiveness is being deliberated and converted into an action plan by the Army.
The HR function in a non-corporative set up had quite a limited role to play. It is more focused narrowly on administering and enforcing rules and programs. Mostly considered non technical they are seen as an impediment to change.
The non corporate sectors so far has completely ignored the reality of progressive organisations and the role social psychology plays in the work experience. The recent changes surely hint on the shift in the mindset, moving towards a better future and is being welcomed wholeheartedly.
Courtesy: www.peoplematters.in
