Sindhi Students

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Human Resources Misunderstood
"13 Poor Practices That Give a Bad Name"

The art and the science of Human Resource Management is often confused for administration of the personnel/ or at the best ; managing workforce.

A whole lot of poor practices have gained HR a bad reputation, in majority cases.

We take a look at some poor practices, as you very well know the number of such practices, however, is not limited to 13.

Equality at work is an essential element for a harmonized & productive workforce.However managers with poor character put it off the shelf.

Let us look at some of the most common poor practices:

1️⃣Segregation:
‘The act or policy of separating people of different races, religions or sexes and treating them differently.’

It is rampant, but that does not make it legal. No one is above the Law.

Important example is the UK Anti-discrimination Legislation; the Equality Act 2010.

2️⃣.Passport–based package/remuneration:

Remuneration should be based on the professionalism, portfolio, performance profiles, job role, of the staff or applicants, not on the basis of their gender, nationality, religion, ethnicity or passports.

3️⃣.No/or obsolete, company/employee-policy handbook.

Beat this! In the course of my research on the organizations in the private sector; I learnt that only 33% of the professionals questioned said that they had clear and well communicated company policy/employee hand-book.

8% said that it does exist but the employees have no access to it’.

Astonishing figure was 59% , those said their organizations did not have a company/employee-policy handbook.

4️⃣.No or obsolete, Job Description:

The same study revealed: that 61% had No job description in writing.

17% said they have No access to/not given the Job Description!

Only 21%, the lucky lot, – said they were given the job description, and in this lot too about 49 % shared that their job descriptions were outdated.

And this makes poor practice:

5️⃣.‘Vague job role’:

Yet another poor practice is vague job role ‘a common thing!’- Employees are kept in the dark, deliberately, systematically, of course, that way treated unethically. No specified job role keeps it open to various interpretations and uses as per the liking of the ‘Manager’.

And

6️⃣.No performance appraisal:

No performance appraisal at all or poor performance appraisal by default another poor practice, leading to only de-motivation of the associates/team members/staff.

7️⃣.Perceived cost savings:

Lay-offs, down-sizing, restructuring, if not carried out effectively & efficiently, may actually cost more than expected savings; it may not appear in your expense column straight away. And there are direct and indirect costs as a result of this practice ‘the short lived glory’!

8️⃣.The Ban-Fear tool:

All countries have their respective laws, rules and regulations, in some countries if an employee backs-off from the agreement to terms of employment, prior to a specified period of time agreed; the law does find it a breach. Therefore, a fine or a ban may be imposed as a penalty.

But this provision should not be used by HRD or anyone in the organization to control the employees, or to scare them and suppress them with that fear. Whatever is the rule, and the repercussions of breaching it , must be communicated very clearly to the job applicant prior to their signing the employment contract.

9️⃣.Article 120 miscommunicated.

Yet another tool to keep employees under constant fear in an attempt to control them or to bully them is the miscommunication of the Labour Law, often employees are unaware of the full picture, and are kept unaware of their rights.In poor organizational cultures staff are threatened by inefficient mangers/supervisors that if they don’t comply with whatever demands being made on them they would be terminated under the article 120.

Make sure you are aware as the owner of the business, organization, or head of the department that no one is misinformed, misled or is being officially bullied,

The rights of employers over the employees are not the only thing mentioned in the Labour Laws – there are explicitly stated articles for the rights of employees as well. Important examples for the rights of employees are article 121, 122, 123, in the UAE Labour Law.

🔟.Imposing working hours not in-line with the Labour Law.

Don’t over work your staff, you could be inviting huge fines/penalties for unfair treatment!

1️⃣1️⃣.Not compensating in accordance to the Labour Law.

Be fair; do not play with the people, the law and the reputation of your organization- Employees are not slaves! And the Ministry of Labour helpline is a call away!

1️⃣2️⃣.Holding onto the passports

In April 2015, the UAE 7 days carried out a poll asking individuals to answer:

‘Who has your passport ?’

43 % of people polled say employer has theirs.

It has been made clear time & again that the Employers are not allowed to keep passports of workers in custody’

Penalties are huge for holding onto the passports, no matter if the compelled employee, upon joining the job/employment was made to sign a paper that he /she is willingly giving the passport in the possession of the ‘management’, ‘PRO’, if the employee makes the statement before the honorable judge or in the respected court of law that they were forced to sign such a document!

1️⃣3️⃣. Training without training needs identification (TNI) and no follow-up on the results.

Training costs huge sums of money and every unit of money spent could be worth it if proper TNI is done, requirements are exacted, and the right plan is put in place. A baseless training just given for the sake of fulfilling a formality is an expensive poor practice.

Conclusively, such poor practices and many more like them, are not ethical, and most of us understand that. Those are neither in the favour of our own reputation nor the reputation of the organization we represent.

We have to be fair, as for sure we too would not like to be treated unfairly. If we were treated unfairly in our past, it was not and is not the fault of the current people subject to our supervision.

- by Yawar Ali Kazmi
Dubai, March 6th, 2016

With Sufi Faqir Janan Chan – I just got recognized as one of their top fans! 🎉

﷽ يا علي عليه السلام 🙏🏽

" اسان پاڻ پنهنجو پاڻ کي محدود ٿا ڪيون ،
جڏهن ٻين کي اسين اسان تي حد مقرر ڪرڻ ٿا ڏيون ؛
اسان جي ڪِرت ۽ ڪمائڻ جي وڌڻ تي ؛
اسان جي ترقي ڪرڻ جي موقعن تي ؛
نتيجتن اسان جي خوشين تي !
ڪو ٻيو اسان سان عدل ڪيئن ٿو ڪري سگهي
جيسيتائين اسان پنهنجو پاڻ سان عدل نٿا ڪيون ؟
اسان پنهنجا عمل مٽائينداسين
ته پنهنجي لاء نتيجا مٽائي سگهنداسين "

- ياور علي ڪاظمي "محبت علي" الحيدري

We limit ourselves by allowing others
to set limits on us,
on our career growth,
on our remuneration,
on the opportunities for development,
and therefore; on our own happiness .
How can someone else be fair to us , if we ourselves are not fair to ourselves.
We change our actions ; we change results.

- Yawar Ali Kazmi

"جيڪي ٻُڌڻ جا ڪارآمد آھن اُھي اَثرائتيون ورنديون ڏيندا آهن "
" Efficient Listeners Give Effective Responses " -

'Listening' - an essential component for Effective Communication!