Harassment is any form of behaviour that is unwanted, unwelcome and unreciprocated by the recipient, irrespective of the intentions of the perpetrator.
Different companies have different policies of dealing with harassment at work place. Racial harassment is something common in every work place and sexual harassment is catching up even in big companies. Company like HSBC has laid down 4 procedures to deal with sexual harassment:
Dealing with complaints – complaints can be made verbally, by email or by letter. HSBC is encouraging employees to report incidents of sexual harassment so as to ensure speedy redressal and also to ensure action against inappropriate behaviour.
Initial Assessment – The purpose of an initial assessment is to establish that the allegations are founded and that potentially there may be a case to answer.
Internal Complaints Committee – The purpose of formal investigation is to carry out as thorough an investigation as reasonably practical in all the circumstances into the allegations made, to provide the company with a sound basis for deciding what, if any, action should be taken.
Protection from Complainant - Employees making a complaint of sexual harassment are assured that the use of the complaint procedure will not lead to reprisals, realization or coercion as a result of filing a complaint with the exception of where this has occurred out of an unfounded claim.
A virtual workplace is a workplace that is not located in any one physical place. Many big companies have started implementing virtual workplace in their companies. HR is playing an important part in laying down the policies such as working arrangements in which employees can additionally carry out their responsibilities outside of base office using electronic access, performance measures in which employees should agree with their line manager the new performance measures.
HR departments are facing challenges due to increasing off shoring assignments. HR has to deal with implications such as cultural difference, recruiting, training & development, compensation & benefits, retention etc.
Trade unions are formed to protect and promote the interest of employees. Their primary function is to protect the interests of workers against discrimination and unfair labor practices. HR is playing an important role in effective management and communication between the workers and the management. It helps in maintaining discipline among workforce.
HR is also playing an important role in managing and motivating temporary, part time and employees on contracts. It leads to additional work on the part of HR in reducing cost, count of attrition, attracting the right talent etc.
We can relate unions, employees treatment in Honda case discussed in the last class. It’s a classical example of HR management failure which had disastrous implications on the functioning of the company. Workers stress levels increased due to inefficient management. Honda Japanese VP treated workers like slaves. This whole issue gave birth to trade unions. This problem aroused because immediate managers never allowed workers to meet or approach upper management for grievances and redressal. There was a deliberate communication gap between workers and the higher management of the company.
