Govt.&CII both are focussing that Industries should offer employment to less privileged people i.e people belonging to Scheduled Castes, Scheduled Tribes and other Backward Classes.
Just want to know what steps we should take from HR prospects and are other cos. are also focussing this, If yes how?
Please drop your suggestions.
From India, New Delhi
5Just want to know what steps we should take from HR prospects and are other cos. are also focussing this, If yes how?
Please drop your suggestions.
From India, New Delhi
Dear All,
I am really looking forward for your opinions on the subject.want to know are any other companies are taking some steps towards promoting employment to less privileged people.
Plz reply Yes or No. if yes how.
Hope you all members will help me in this discussion.
Regards,
Shilpi
From India, New Delhi
I am really looking forward for your opinions on the subject.want to know are any other companies are taking some steps towards promoting employment to less privileged people.
Plz reply Yes or No. if yes how.
Hope you all members will help me in this discussion.
Regards,
Shilpi
From India, New Delhi
:lol: :lol:
Dear Shilpi,
I don't know whether it is "individual concern" or "job concern" that you have for underprivilieged people. Whatever it is, it is laudable. Are you in anyway related to CII?
:idea:
I have a good idea about how to reduce unemployment and offer employment to underprivileged people. But it is purely "lateral thinking", it requires great deal of dynamism on the part of government and CII to respond to that idea. If you are in a position to push through this concept then try to push it across.
Don't we see maid-servants working at the houses of middle class and higher middle class people for the purpose of cleaning utensils, washing cloths, cleaning floor of the house etc.? The practise at our home is that if one day, the maid-servant does not come, she will send another worker to do her job.
Why can't we have the same practise for other jobs?
Let us say, Shilpi is Manager-HR in a big company like Reliance Industries Ltd. She gets a salary of Rs.50000/- per month. But the timings of her job is from 9 a.m. in the morning to 9 p.m. in the evening. By the time she reaches home, it is 10 p.m. The only work she can do after she reaches home is to eat and then sleep and get up next day morning at 7 a.m. and start preparing for going to job to be in office by 9 a.m.
She gets good salary but she is not in a position to enjoy her family life because of her timings. She is ready to get rid of half of her salary, if somebody is prepared to share half of her burden.
She wants to share half of her salary with her friend Vijaya, who is also a HR professional who is on the look out for a good job, but because she does not have good experience, she will get salary around Rs.20000/- per month.
The Law of land should allow Shilpi to share half of her job with Vijaya so that she can come home early and enjoy family life, at the same time, she can enjoy the friendship of Vijaya. That means both of them will be employed for "same position" but half of the compensation benefits (like Salary, PF, Gratuity, Bonus etc.) that Shilpi has been enjoying will go to Vijaya now, for sharing half of her work in proportion to the ratio of number of days each one has worked for the organization.
Shilpi can quickly train Vijaya to match up to her talent, because Vijaya needs as much competence to perform half of Shilpi's job as Shilpi has and shilpi can train Vijaya to perform the job.
Vijaya will not get so talented otherwise, if she works for another company for Rs.20000/- salary. It will take another 5 years to grow as talented as Shilpi and earn a job that fetches her a salary of 30000/-. But if she joins Shilpi as co-worker, then after five years because of the increase in salary of the job both of them have been doing, she may get a share of Rs.35000/- per month after five years!
Even if she decides to part ways with Shilpi and do full time job somewhere else, she can get a job fetching Rs.70000/- per month after five years, because she is now as talented as Shilpi is.
Coming to job aspect, how they divide the work between them is their problem. They can decide, "I will do from Jan to June, you do from July to December". Or, they can decide, "I will work from 9 to 3 in the after noon, you work from 3 to 9 in the evening....".
What is the advantage of this system of employing two persons for same job for the company/employer?
They would not take leaves much, because they will be working only half the time, i.e., six hours per day or six months per annum! The compensation paid is same. Sometimes if there is work pressure the boss can ask both of them to be on job!
Company has absolutely nothing to lose. It only needs flexibility to allow Shilpi to take Vijaya as her co-worker.
If privileged sections of Indian population can take under-privileged people to do half the job, or some part of the job (there should be flexibility to allow the co-worker to even take 25%, 30% or 40% of the job if the nature of the job allow to correctly arrive at the percentage work involved in the job), then the SCs, STs and OBCs can be trained to become equals by the people who share their job with them!
It may sound quite unpracticeable, but if this is done, then most of the unemployment problem in the country will vanish, because India is a country where people do a lot for friendship. There may be workers in factories who want to share half their job with a friend. There may be people like Shilpi who want to share half their burden with people like Vijaya.
This can happen at all levels, from the position of ordinary factory worker to the position of CMD in companies.
This kind of flexibility to allow the employees to share their job with their friends will ensure that the job is perfectly done. If Law of land and Companies can allow this kind of flexibility then we will soon find advertisements in Newspapers given by Employees of companies asking people having a certain set of skills to "share their job". They will take the prospective candidates to Employer and tell him, "this is the one who will do half of my job...I am responsible for him, his actions and his placement in our company....".
Remember this may not simply help friends but also the sons, daughters or other relatives. A father who is Vice- President (marketing) in a big company like Tata steel may share half of his job with his Son who has recently passed, MBA with specialization in marketing. You know when a father gives training to his son, how it works...he will take personal interest and help him to grow as talented he is in no time.... in other words, the Son will start the career from the position his father has left!
As emotional bondages between friends, relatives, family members is strong in our country, this kind of flexibility to share the job will do a lot of good for both the families, unemployees and also to the companies/employers.
Thanks and regards
Chandrasekhar.
From India, Hyderabad
Dear Shilpi,
I don't know whether it is "individual concern" or "job concern" that you have for underprivilieged people. Whatever it is, it is laudable. Are you in anyway related to CII?
:idea:
I have a good idea about how to reduce unemployment and offer employment to underprivileged people. But it is purely "lateral thinking", it requires great deal of dynamism on the part of government and CII to respond to that idea. If you are in a position to push through this concept then try to push it across.
Don't we see maid-servants working at the houses of middle class and higher middle class people for the purpose of cleaning utensils, washing cloths, cleaning floor of the house etc.? The practise at our home is that if one day, the maid-servant does not come, she will send another worker to do her job.
Why can't we have the same practise for other jobs?
Let us say, Shilpi is Manager-HR in a big company like Reliance Industries Ltd. She gets a salary of Rs.50000/- per month. But the timings of her job is from 9 a.m. in the morning to 9 p.m. in the evening. By the time she reaches home, it is 10 p.m. The only work she can do after she reaches home is to eat and then sleep and get up next day morning at 7 a.m. and start preparing for going to job to be in office by 9 a.m.
She gets good salary but she is not in a position to enjoy her family life because of her timings. She is ready to get rid of half of her salary, if somebody is prepared to share half of her burden.
She wants to share half of her salary with her friend Vijaya, who is also a HR professional who is on the look out for a good job, but because she does not have good experience, she will get salary around Rs.20000/- per month.
The Law of land should allow Shilpi to share half of her job with Vijaya so that she can come home early and enjoy family life, at the same time, she can enjoy the friendship of Vijaya. That means both of them will be employed for "same position" but half of the compensation benefits (like Salary, PF, Gratuity, Bonus etc.) that Shilpi has been enjoying will go to Vijaya now, for sharing half of her work in proportion to the ratio of number of days each one has worked for the organization.
Shilpi can quickly train Vijaya to match up to her talent, because Vijaya needs as much competence to perform half of Shilpi's job as Shilpi has and shilpi can train Vijaya to perform the job.
Vijaya will not get so talented otherwise, if she works for another company for Rs.20000/- salary. It will take another 5 years to grow as talented as Shilpi and earn a job that fetches her a salary of 30000/-. But if she joins Shilpi as co-worker, then after five years because of the increase in salary of the job both of them have been doing, she may get a share of Rs.35000/- per month after five years!
Even if she decides to part ways with Shilpi and do full time job somewhere else, she can get a job fetching Rs.70000/- per month after five years, because she is now as talented as Shilpi is.
Coming to job aspect, how they divide the work between them is their problem. They can decide, "I will do from Jan to June, you do from July to December". Or, they can decide, "I will work from 9 to 3 in the after noon, you work from 3 to 9 in the evening....".
What is the advantage of this system of employing two persons for same job for the company/employer?
They would not take leaves much, because they will be working only half the time, i.e., six hours per day or six months per annum! The compensation paid is same. Sometimes if there is work pressure the boss can ask both of them to be on job!
Company has absolutely nothing to lose. It only needs flexibility to allow Shilpi to take Vijaya as her co-worker.
If privileged sections of Indian population can take under-privileged people to do half the job, or some part of the job (there should be flexibility to allow the co-worker to even take 25%, 30% or 40% of the job if the nature of the job allow to correctly arrive at the percentage work involved in the job), then the SCs, STs and OBCs can be trained to become equals by the people who share their job with them!
It may sound quite unpracticeable, but if this is done, then most of the unemployment problem in the country will vanish, because India is a country where people do a lot for friendship. There may be workers in factories who want to share half their job with a friend. There may be people like Shilpi who want to share half their burden with people like Vijaya.
This can happen at all levels, from the position of ordinary factory worker to the position of CMD in companies.
This kind of flexibility to allow the employees to share their job with their friends will ensure that the job is perfectly done. If Law of land and Companies can allow this kind of flexibility then we will soon find advertisements in Newspapers given by Employees of companies asking people having a certain set of skills to "share their job". They will take the prospective candidates to Employer and tell him, "this is the one who will do half of my job...I am responsible for him, his actions and his placement in our company....".
Remember this may not simply help friends but also the sons, daughters or other relatives. A father who is Vice- President (marketing) in a big company like Tata steel may share half of his job with his Son who has recently passed, MBA with specialization in marketing. You know when a father gives training to his son, how it works...he will take personal interest and help him to grow as talented he is in no time.... in other words, the Son will start the career from the position his father has left!
As emotional bondages between friends, relatives, family members is strong in our country, this kind of flexibility to share the job will do a lot of good for both the families, unemployees and also to the companies/employers.
Thanks and regards
Chandrasekhar.
From India, Hyderabad
Dear Shekhar
Thanks a lot for your opinion, your idea is quite interesting seriously,I am sure its unique too if implemented across industries, but this will not help me right now.
The subject I have raised is not my individual concern but its job concern.My organization is well connected with CII and they are focussing on this, I have been also asked to come up with idea thru which we can give preference to less priveleged people when in process of recruitment.
So what should I do, May be I will include to declare if the candidate is less priveleged in Application Form so when candidates fill in, I will come to know but candidate should take this question positively.
So I need some ideas from HR Faternity for this. Also I am interested to know 'Are other Cos. are focussing on this or Not'? so that I can have idea of trend in market.
So once again I will request my HR friends if they can help me.
Regards,
Shilpi
From India, New Delhi
Thanks a lot for your opinion, your idea is quite interesting seriously,I am sure its unique too if implemented across industries, but this will not help me right now.
The subject I have raised is not my individual concern but its job concern.My organization is well connected with CII and they are focussing on this, I have been also asked to come up with idea thru which we can give preference to less priveleged people when in process of recruitment.
So what should I do, May be I will include to declare if the candidate is less priveleged in Application Form so when candidates fill in, I will come to know but candidate should take this question positively.
So I need some ideas from HR Faternity for this. Also I am interested to know 'Are other Cos. are focussing on this or Not'? so that I can have idea of trend in market.
So once again I will request my HR friends if they can help me.
Regards,
Shilpi
From India, New Delhi
Dear Shilpi and Chandashekar,
A very sensitive and yet pertinent discussion has been initiated by you.
First of all, a mental, psychological and a very professional attitude needs to be developed. We cannot deploy any such policy onto any company without trying to change the way people think.
People think "underprivileged" is a word which means "incompetent".
People think "general" class people are "better"/competent/more competent people. Am i right? But is it really true?
By my experience, if I know 100 people, 70 are "general" class people and 30 are "underprivileged". Out of the 70 "general" class people 40 are average/below average. Out of 30 "underprivileged" 10 are average/below average and others are much better off than their peers including the "underprivileged" ones.
But will people believe me in the first instant. NO. i too did not. But now i do.
This thinking has to change. Unless, this is made, NO amount of ENGLISH written in a policy document will have its intended IMPACT.
Intent has to be unprejudiced.
Are we ready for that?????
Cheers
K
From India, Madras
A very sensitive and yet pertinent discussion has been initiated by you.
First of all, a mental, psychological and a very professional attitude needs to be developed. We cannot deploy any such policy onto any company without trying to change the way people think.
People think "underprivileged" is a word which means "incompetent".
People think "general" class people are "better"/competent/more competent people. Am i right? But is it really true?
By my experience, if I know 100 people, 70 are "general" class people and 30 are "underprivileged". Out of the 70 "general" class people 40 are average/below average. Out of 30 "underprivileged" 10 are average/below average and others are much better off than their peers including the "underprivileged" ones.
But will people believe me in the first instant. NO. i too did not. But now i do.
This thinking has to change. Unless, this is made, NO amount of ENGLISH written in a policy document will have its intended IMPACT.
Intent has to be unprejudiced.
Are we ready for that?????
Cheers
K
From India, Madras
Dear K & All,
Thanks for ur response,I agree that this need change of mindset.
So should i presume that currently no industries are focussing on this?
i am surprised why my this community friends are hesitating in replying or share their practices / ideas related to my subject.
See I am not connected to Govt.body or CII personally. It need urs opinion as my org.wants to focus so simply some ideas how can I ?
Will my idea of including declaring statement in Application form will really help me in screening such applicants or any other ideas u can suggest.
Regards,
Shilpi
From India, New Delhi
Thanks for ur response,I agree that this need change of mindset.
So should i presume that currently no industries are focussing on this?
i am surprised why my this community friends are hesitating in replying or share their practices / ideas related to my subject.
See I am not connected to Govt.body or CII personally. It need urs opinion as my org.wants to focus so simply some ideas how can I ?
Will my idea of including declaring statement in Application form will really help me in screening such applicants or any other ideas u can suggest.
Regards,
Shilpi
From India, New Delhi
There is no other way to make ppl declare their status other than the Application Form... the only problem with this idea is keeping the information confidential as ApplicationForm goes thru a lot of hands initially and a tick on the "underprivileged" box may put a cross on a life!
A more confidential way can be having a separate 1-page form/affidavit which can be signed by the applicant who wants to declare himself "underprivileged".
Cheers
K
From India, Madras
A more confidential way can be having a separate 1-page form/affidavit which can be signed by the applicant who wants to declare himself "underprivileged".
Cheers
K
From India, Madras
:D
Hi Shilpi,
I am aware it is not within the control or domain of any HR manager of a company to push through the Employment reform I have suggested. I only wanted you to push these ideas across CII so that the industry gets prepared for this change and discuss the implications of these ideas on the industry.
I have my own sphere of influence through which I can bring in necessary legislations to facilitate this kind of change, it takes some time. But in the meanwhile I wanted to initiate a discussion in the Industry circles about this matter.
Another good impact of my Employment reform is on the "stress levels" of the employees. Companies these days are worried about how to tackle the problem of increasing stress levels of their employees. Some companies are organizing Yoga sessions for employees, some companies are providing sleeping rooms to allow employees to have a nap of 1-2 hours in between their work and some companies are allowing employees to relax by way of playing some sports etc.
The employment reform I have suggested requires no such activities because once an employee's work burden is reduced by half, he does not feel any stress in work. Hence this is another area where companies will immensely benefit if these employment reforms are implemented.
OK. Coming back to your subject, your immediate concern is how to employ SC, ST and OBCs. Just ask for the particulars of the candidates whether they belong to those categories by putting this question in the Application form :
If you add this sentence, (Preference will be given to those candidates who belong to these categories.....) the applicants will take this question positively, otherwise, they will think, this question is being asked to remove my name from the list of applicants. Generally SC, ST and OBC candidates don't mind revealing their identity once they know that your company is truly concerned about their welfare. After recruiting some people belonging to those categories for two three years, you will not have any problem, because there will be talk in their communities that your company is truly concerned and it will truly give preference. Needless to mention, 'preference' does not mean "reservation".
Having done this, your concern will be how to pick up the candidates belonging to those categories. Generally in private companies the concern is of Merit. Hence even in those categories companies want "meritorious candidates".
Hence you devise a Recruitment policy for SC, ST and OBCs saying, "Any SC, ST or OBC candidate getting more than 60% marks in the written test conducted (if there is any Written test or any interview conducted by the recruiting organization)"
OR (if written test, inteview etc is not conducted)
"Any SC, ST or OBC candidate passing the qualifying exam of the Eligibility qualification (let us say, the eligibility qualification for the job of Foreman in some company is ITI....then ITI is the eligiblity qualification) with Minimum 60% percent marks will be given preference".
What this means is, the meritorious candidates generally remain above 80 percent marks. When you give preference to SC, ST or OBC candidates, you will give them preference without compromising too much with merit. 60% marks is not bad. Isn't it?
This will ensure that you not only give preference to SC, ST and OBC candidates but also don't compromise with merit much.
Hope these ideas are OK for you.
Thanks and regards,
Chandrasekhar
From India, Hyderabad
Hi Shilpi,
I am aware it is not within the control or domain of any HR manager of a company to push through the Employment reform I have suggested. I only wanted you to push these ideas across CII so that the industry gets prepared for this change and discuss the implications of these ideas on the industry.
I have my own sphere of influence through which I can bring in necessary legislations to facilitate this kind of change, it takes some time. But in the meanwhile I wanted to initiate a discussion in the Industry circles about this matter.
Another good impact of my Employment reform is on the "stress levels" of the employees. Companies these days are worried about how to tackle the problem of increasing stress levels of their employees. Some companies are organizing Yoga sessions for employees, some companies are providing sleeping rooms to allow employees to have a nap of 1-2 hours in between their work and some companies are allowing employees to relax by way of playing some sports etc.
The employment reform I have suggested requires no such activities because once an employee's work burden is reduced by half, he does not feel any stress in work. Hence this is another area where companies will immensely benefit if these employment reforms are implemented.
OK. Coming back to your subject, your immediate concern is how to employ SC, ST and OBCs. Just ask for the particulars of the candidates whether they belong to those categories by putting this question in the Application form :
If you add this sentence, (Preference will be given to those candidates who belong to these categories.....) the applicants will take this question positively, otherwise, they will think, this question is being asked to remove my name from the list of applicants. Generally SC, ST and OBC candidates don't mind revealing their identity once they know that your company is truly concerned about their welfare. After recruiting some people belonging to those categories for two three years, you will not have any problem, because there will be talk in their communities that your company is truly concerned and it will truly give preference. Needless to mention, 'preference' does not mean "reservation".
Having done this, your concern will be how to pick up the candidates belonging to those categories. Generally in private companies the concern is of Merit. Hence even in those categories companies want "meritorious candidates".
Hence you devise a Recruitment policy for SC, ST and OBCs saying, "Any SC, ST or OBC candidate getting more than 60% marks in the written test conducted (if there is any Written test or any interview conducted by the recruiting organization)"
OR (if written test, inteview etc is not conducted)
"Any SC, ST or OBC candidate passing the qualifying exam of the Eligibility qualification (let us say, the eligibility qualification for the job of Foreman in some company is ITI....then ITI is the eligiblity qualification) with Minimum 60% percent marks will be given preference".
What this means is, the meritorious candidates generally remain above 80 percent marks. When you give preference to SC, ST or OBC candidates, you will give them preference without compromising too much with merit. 60% marks is not bad. Isn't it?
This will ensure that you not only give preference to SC, ST and OBC candidates but also don't compromise with merit much.
Hope these ideas are OK for you.
Thanks and regards,
Chandrasekhar
From India, Hyderabad
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Enforcement of negative covenants in employment terms.pdf