Lessons on Morality Knock Corporate Doors

Moral Science classes were what we had back in school in primary wing. Interesting stories were told so that we could make an appropriate analogy of the deeper meaning. Morality in simplest of terms has no definition as there is no benchmark to measure the levels exhibited by an individual. But the closest we could get is by saying: “understanding one’s conscience and doing the right thing for the right cause”.

However like I said it has no benchmarks and industry specific behaviour, so each individual deciphers it as per his/her needs and desires. And there are many times when the line has been crossed. And what remains behind is for the HR folks to conduct an enquiry and question the acts. It would be appropriate to name it as ‘Acts of Morality’. If we look at Morality by Wikipedia definition we are presented by 4 kinds, further classified into different categories. Picking up the one that we could remotely relate to organizational needs for our sake of convenient understanding i.e. based on anthropological perspectives, the ‘Cultural Impact’ which constitutes the parameters vis-à-vis wisdom/knowledge/courage. Like in the cultures all across the globe each organization is distinct with the kind of culture it has inhabited within, since years of existence. But can the organizational culture be always blamed and accredited for the lapses that keep happening from employees’ ends. Is it that the flag bearers of the organizational culture feel the need to police around? Imagine if this seems the need of the hour, the organization would feel “Instead of the cross, the Albatross About my neck was hung.” [From the poem ‘Rime of the Ancient Mariner’ by Samuel Taylor Coleridge] meaning carrying a heavy burden across the lengths of the shoulder!

Presenting a small case-let which explores the ‘Acts of Morality’ which needed to be policed around and questioned about the intentions.

In a manufacturing organization, where deliverables are what the organization keep striving to achieve – meeting client requirements on projects on time. However it’s a well known and accepted fact that delays do occur – a month, here and there. Which eventually leads to extensive liaison with clients and this means special officers from the HR Dept. under Legal systems are designated such posts. This also means they would by in large take care of various tours and would be country trotting. Such officers when on tours carry an advance for the conveyance, as well as the period of stay that they need to be at the client side; all the bills that come out of local Travel Allowance (TA) and Daily Allowance (DA) as well as hotel (accommodation) / food bills are reimbursed by the organization when they get back. This also includes footing the phone bills.

The Issue: Begins when the officer cannot resist being human and getting submissive before personal needs and desires. Phone availability and cheap TRAI rates combined with convenient service providers in India has revolutionized the concept of being mobile and available always. The officer is on tour to a client site within same state boundaries, which means no roaming charges apply. Now who wouldn’t like to catch up with old friends and socialize at the cost of the organization, right? Wrong!! If the officer gets a Rs. 600 /- recharge done, for liaison and company requirements. This means on applying local charges Re. 1 /- per minute, he used the phone for 10 hours. The officer invited further anguish and wrath when not one day of his 10 days ‘on tour’ status, he reported to his boss or the HR Dept. head. Whenever the organization tried reaching him, his phone was switched off or out of coverage area! When he got back, he produced his bills and coupons for reimbursement. He claimed higher expenses than what it originally was on accommodation and food charges. All of which was monitored and cross-verified with the numbers of hotels/restaurants numbers on the bills.

Though the officer faced reprimand on his behaviour and received punishments the manufacturing organization typical ways – a transfer order; however would that curb the urge to utilize the resources at organizations’ expenses? Is our moral system so strong, that we wouldn’t get docile for availing just a mere benefit? What can we do about the situation and prevent it from happening in future? Can we give a fixed quantity of amount depending on the city that is being visited and based on the city’s standard of living! But how could it be guaranteed that the officer not fall short of money, and use personal means to pay up; when he is representing the organization!

Restricting the outflow of money is definitely not the answer, nor is a transfer order; coz what has not changed is the perspective of the employee and his intentions. Such intentions which are not healthy for any organization. Since quoting amount higher than the actual involves a case of ‘amassing wealth from the Co.’ which is equivalent to committing a fraud, be of whatever frequency! High time Moral Science classes are organized within organizations. Much integrated with the Learning & Development programmes, some small talk about human behaviour, importance of morals in life, awareness of how amassing is affecting the growth of the organization and how un-healthy practices would lead to distrust among fellow employees’ and the management. And strengthening the fact, that if employees default on morals, he/she be ready to be enquired upon and face severe reprimands! Based on continuous behavioural issues, one could lead to termination from services as well. The message be loud and clear, and the Learning & Development team needs to start surfing the internet; meanwhile the disgraced officer would now on have to look after Stores, something that he isn’t ready for; after loosing trust from management!

Primary school days revisiting indeed!

As goes the age-old adage - There are two faces of coin

Contributed by my co-author "Mind My Thoughts"

Working in a Government / PSU organization is totally apt to the above proverb.

The kind of job security and peace of mind than an individual gets while working in such an organization is unbeatable but at the same time the feeling of being crippled by the entire system functionality poses a great challenge to one's individuality

There is near complete centralization of power and the HR policies exist more in paper than in practice. For instance - getting even the petty stationary issued from Material department, one needs to obtain written approval from the Reporting Authority. While dealing with relatively important matters like sending replies to Government Auditors, approval needs to be taken from not only one but the entire hierarchy. The note put up for the same travels the complete hierarchy of the department (i.e. Personnel Officer - Manager - Senior Mgr - Chief Manager - DGM - ED). And then when the said approval is obtained from the Top man of the hierarchy (in this case - ED), then the file returns in the similar manner i.e. by seeping through the whole hierarchy again with the comments and suggested changes in the respective documents. The kind of time and resources that get wasted in the whole procedure can certainly be utilized towards something more productive. De-centralization of power can give more opportunity to the junior staff and prepare them better for future. But the old system as it is, is unmoved despite the numerous hues and cries.

The old set of principles are religiously followed, even the official language that had been used since the beginning, is used in all the correspondence and any change in the same is not a welcome. The recalcitrant attitude of the senior employees is a subject of pity who despite having shouldered the responsibility of bringing the new recruits up to the mark, they begin having illusions of potential threat from the competencies that the newer recruits can pose. Conclusively the new recruits are often left to fend for themselves with the nitty gritty of their new job responsibilities. Referencing the old Policy matter files and the Case files often is left as the last option.

Departments like HR are considered as secondary departments and the Management is of the opinion that anyone, even with no formal education in Human Resource Management, can be posted in HR department. Though things have started changing for better but again the pace of coming of that change is very marginal and the acceptability for the same is zero (the minimum qualification for new recruits in HR needs to be MBA in Human Resources from the past few years). But the top man in HR is a Mechanical Engineer diversified to HR years back (so the fate of current HR policies can well be imagined).

The challenge here is not to complete the assigned work targets but to build relationship and liaison with seniors. Though it is difficult but certainly not unattainable. With time one's acceptability increases and things ease up. But the initial days are most difficult for a new recruit. Here, one has to make a place for oneself by showing dedication towards work and by avoiding mudding oneself with any sort of controversy (which I tell you is very tough), as even talking over mobile phone in lunch time while taking a stroll in the office premises makes one popular as 'busy on phone all the time' tag.

Posting in important sections is given on the basis of good relations with the Higher Management and not on the basis of individual's skill sets and ability to perform. As a result, when the said individual fails to perform in key sections then again Inter Departmental reshuffling is done, resulting into huge wastage of time and resources.

The new recruits remain the target of politics in office and hence have to bear the brunt due to their ignorance. The jobs in Govt. sectors are considered to be very precious by outsiders whereas the actual picture is not that rosy. But again, everything in life is achieved with struggle and keeping the spirit high. Patience and perseverance here are the keys to success. And learning to live with the facts makes one open to various opportunities that might come in the way.

Personal Accident Insurance - Insurers Sunny Days

The Personal Accident Insurance under the Insurance Act, 1972, India, says that the risk insured is the bodily injury resulting solely and directly from accident caused by violent external and visible means.

When one of the employees understood the whole concept behind this Insurance Act in such depth, that he decided to avail the Insurance. He walked in the HR department, which handles Insurance as part of its Legal procedures, with what seemed a fractured right hand, only to know he’s suffered from shoulder dislocation. He not only was entitled to receive ‘Medical Allowance’, he also hoped to get back the hospital bill expenses in getting the bandaged arm resting on a sling.

Now when we make claims for the Insurance, we are supposed to state the reason behind the injury and what exactly is the injury. Seemed like the employee was all so keen for the Insurance that he didn’t realize he would have to back up with a reason. It took him nearly 10 minutes to tell it’s a shoulder dislocation, which happened when he lifted his arm upwards. That stirred the curiosity of the Insurer, who made a loud thought, stating how anyone could dislocate by mere lifting the arm. The employee had to be coaxed and cajoled really hard, so that he coughed up the real reason. With frequent gulps he confessed 20 minutes later, that, he lifted his arm in a swift and sharp movement to hit his daughter who had just disobeyed him. And it’s then he felt a sting in the arm.

That left the insurer to contemplate whether he could state such a reason, and whether the Insurance people would pass the bills of medical expenses? The employee looked really keen and hopeful, but the HR Department had to politely tell him, that he be settled with the ‘Medical Allowance’.

This makes a need felt to explain the kind of injuries and causes acceptable be listed under the Personal Accident Insurance Act, alike those in the Partial/Permanent Disablement clauses under Workmen’s Compensation Act. But owing to the multiplicity of how accidents can happen, and what ways an injury may show up; this surely looks like a tedious task. Maybe what the HR Departments can do is come up with select categories of the nature and seriousness of the injury, and how much claim can the employer make on behalf of the employee, slot/category wise; instead of specifying the many a times embarrassing moments of truth.

To facilitate such needs, we have 3 kinds of Forms that a doctor fills, which specifies what kind of injury the person has, how long will it take to cure and what genre/category does it belong to signifying the percentage of gravity. Based on these forms that are submitted to the Insurance companies, the claims are calculated using percentage, period of healing which may in general cases amount to anything between Rs. 3 lakhs – Rs. 5 lakhs. What should be kept in mind is that the amount isn’t constitutional, but largely depends on Company policies.

Imagine another case of Personal Accident whereby due to the menace of stray cattle on the roads, a fight between two buffalo’s resulted one buffalo being pushed and horned to the center of the road. The force was so strong that the cattle lost balance and collapsed on a passerby employee who was trying to evade collision with the cattle. The employee received severe injuries, and developed respiratory problems. Now stating such a reason to the Insurance guys is definitely embarrassing! How about clubbing it under the genre – road accident.

Overlooking Can Prove Misuse Going Unnoticed

Blood donation is a noble concept, and people who go as volunteers act out of selfless love, to help somebody in need. It becomes a life saviour moment! And when Organizations encourage this concept and give certain benefits to the volunteer, it contributes to the society and his boosting his deeds.

One of the ways Organizations encourage this deed is by awarding a ‘Leave’ to the volunteer, a day after he/she donated blood. This helps in taking rest if a person feels some weakness, or dizziness [which I believe happens for some while to all]. But what if people start taking advantage out of this special Leave granted, for personal reasons, and it’s then that HR needs to scrutinize the case with Eagle eyes.

Citing an example of availing such Leave grants for personal use; whereby an employee brought a letter from a doctor stating blood donation on 29th April. The employee also brought along a letter asking for grant of Leave. The contents of the letter were however as following:
• The employee needs to donate blood to his father on 29th April. [The medical transcript also cites the same date]
• On 30th April he lets his incharge know that he needs to donate blood, so he won’t come on 30th.
• On 1st May he takes leave, availing the Leave award, to overcome weakness, however there’s a breakdown of some machine in his department; and he is recalled post lunch hours for Maintenance purposes.
• On 2nd May he comes to the HR Dept., to get a Leave granted for 2nd May as he was called for duty on 1st.
• The letter written by the employee bears the signature of his dept. incharge’s approval, who merely signed and didn’t get into the details. All he needs is HR Manager’s approval.

This is a clear case of discrepancy and misusing the benefit for personal reasons. The logic the HR Dept, came up with was:
• If you need to donate blood on 29th April, which the Doctors’ letter conveys, why do you take leave on 30th April for the same?? [Science fiction made its way into the discussion to add humour to the situation – what, do you possess a time machine? To get back in times?]
• If say on 30th April you donate blood, 1st May you get time to rest till 3:00 p.m. when you were recalled. It’s ample time to get the dizziness out. But then donation happened on 29th April, so why take 1st as a Leave day??
• If all cases are bypassed, why do you still require time to recuperate on 2nd May now?

The HR Dept. refused to endorse his Leave, plus we got him marked absent on 30th April as well as 1st May half-day. On further probing we realized, he quoted he was donating blood to his father; but his father never underwent any surgery! If not for the Eagle eyes of the HR Manager, he would have gotten away with it, and indulged in personal activities!

HR Vigilance - An Introduction

Albert Einstein once said “To raise new questions, new possibilities, to regard old problems from a new angle requires a creative imagination and marks the real advances in science”. This is the best way I could start with aptly portraying how Human Resources grows an Organization and itself with each passing day.

“Welcome This Way”
Welcome everybody to this blogpage, a journey by itself exploring the science behind the corporate world of all Human Resource Professionals. The art with which they have dealt with the stickiest of the situations, to meeting Mr. glum, to taking a firm stand and representing their Organizations, to drafting new policies that were scorned at and yet eventually brought profits, to being the underdogs of the system.

“Who’s an HR?”
This reminds me of a story I have been told, which portrays what an HR means in an Organization. It says so that we imagine a waiter of a restaurant as an HR. When the grub comes good, the restaurant finds all doors swinging every minute and accolades pouring in its guest books. However when the grub has an outside entity, like a fly perched on top of the dish; the immediate repercussion is the waiter getting blasted at. And it may never really reach the owner of the restaurant. All this while the waiter needs to put up a smile, apologise and do a better job the next time. The smile he dons onto is all what makes the difference in handling the chaos, which could get beyond control.

“Who am I?”
I am a young HR Professional, just begun my career into this life and times of being an HR person that fascinates me so much. The way HR people carry themselves, the way we build a bond and bridge the gap in trying to reach our clients - the employees of the Organization, understanding the psychology of the human mind that decides how people behave and act, what grievances can cause distress at workplace and seeing to it that they are de-clogged, act as building blocks to the Organizations needs – becoming a business partner, adding quality into the lives of people, and above all it’s about empathizing with people. When I look at the long term goals an HR fulfils, beyond business it’s associating with the human kind and nurturing the growth of the individuals in all spheres. It’s about adding value to everybody HR has ever touched and come across. It’s about sharing our nature – the human kind and rising together as the knowledge quotient of nations, tuning our intelligence to positive purposes/meaning in life.

“And the Content..”
This is going to be a page where I share my observations and thought process that I see happening around. It would be w.r.t the Organization I am working with and other Organizations I come across, and spreading it from a micro to macro perspective. The prime reason being humans wherever they be, somehow exhibit similar behaviour. The concept behind “HR Vigilance” is creating awareness about the various things people indulge in and how an HR person can remain vigilant in these activities they face. What methods they could come out with in similar situations, and discussing cases.