 ಗೋವಿಂದರಾಜು ಎನ್.ಎಸ್ ಮಾನವ ಸಂಪನ್ಮೂಲ ಪ್ರಧಾನ ವ್ಯವಸ್ಥಾಪಕರು ಕರ್ನ್ ಲಿಬರ್ಸ್ ಇಂಡಿಯಾ ಪ್ರೈ. ಲಿ, ತುಮಕೂರು ಮಾನವ ಸಂಘಜೀವಿ ಮತ್ತು ಸಮಾಜಜೀವಿ. ತನ್ನ ಅಕ್ಕಪಕ್ಕ ಇತರರು ಇಲ್ಲದಿದ್ದರೆ ಆತನ ಜೀವನವೇ ಇಲ್ಲ. ತನ್ನ ಜೀವನದುದ್ದಕ್ಕೂ ಒಂದಲ್ಲ ಒಂದು ರೀತಿಯಲ್ಲಿ ಒಂದಲ್ಲ ಒಂದು ರೀತಿಯ ಸಂಬಂಧಗಳ ನಡುವೆ ಬದುಕುತ್ತಾನೆ. ಹಾಗಾದರೆ, ಸಂಬಂಧಗಳು ಎಂದರೇನು? ಅಪ್ಪ ಅಮ್ಮ ಇವರ ನಡುವೆ ಮಕ್ಕಳಿಗಿರುವ ಪ್ರೀತಿ ಪ್ರೇಮ ಒಡನಾಟ ಇವು ಸಂಬಂಧಗಳೇ? ಅಣ್ಣ ತಮ್ಮ, ಅಕ್ಕ ತಂಗಿ, ಗಂಡ ಹೆಂಡತಿ ಇವರ ನಡುವೆ ಇರುವ ಸಂಬಂಧಗಳು ಸಂಬಂಧಗಳೇ? ಇವೆಲ್ಲವೂ ಸಂಬಂಧಗಳೇ. ನಾವು ಅಂದುಕೊಂಡ ಹಾಗೆಲ್ಲ ಸಂಬಂಧಗಳು ಮತ್ತು ನಾವು ಬೆಳೆಸಿಕೊಂಡ ಹಾಗೆ ಸಂಬಂಧಗಳು. ಒಳ್ಳೆಯ ಸಂಬಂಧಗಳು ಮತ್ತು ಕೆಲವೊಮ್ಮೆ ಒಳ್ಳೆಯವಲ್ಲದ ಸಂಬಂಧಗಳು ನಮ್ಮ ಅನುಭವಕ್ಕೆ ಬರಬಹುದು. ನನ್ನ ಪ್ರಕಾರ, ‘ನಾವು ಹೇಗೆ ಮತ್ತೊಬ್ಬರನ್ನು ಭಾವಿಸುತ್ತೇವೆ, ನಾವು ತೋರುವ ವರ್ತನೆಯ ಸಕಾರಾತ್ಮಕ ತೀವ್ರತೆ, ಅವರೊಡನೆ ಸಹಕರಿಸುವ ರೀತಿ, ಅವರ ಭಾವನೆಗಳಿಗೆ, ಕಷ್ಟಗಳಿಗೆ ಸ್ಪಂಧಿಸುವ ರೀತಿ, ಅವರೊಡನೆ ನಡೆದುಕೊಳ್ಳುವ ರೀತಿ, ತೋರುವ ಪ್ರೀತಿ ವಾತ್ಯಲ್ಯ ಇವೆಲ್ಲವನ್ನೂ ಒಟ್ಟಾರೆಯಾಗಿ ಸಂಬಂಧಗಳು ಎನ್ನಬಹುದು.’
0 Comments
 Price: Rs. 950/- PREFACE
Competency based human resource (HR) management practices make positive impact. That is why most of the reputed organizations in India and abroad have introduced it. Even though competency based HR has a history of nearly thirty years, it continues to be a confused subject even today for want of proper books. In recent times many of our Business Schools have introduced competency mapping as a specialised subject but teachers and students are finding it difficult to get a good book to study. Dearth of good books in this subject is not the case in India alone but in the entire Asia Pacific region. Another subject in HR which is very important but does not have good books is Personal Growth and Interpersonal Effectiveness. Considering these needs of HR profession in mind I have written this book by utilising my professional and academic experience.  Govindaraju N.S. General Manager- Human Resources Kern-Liebers (India) Pvt. Ltd, Antharasanahalli, Tumkur President Greater Nelamangala Industries Association, Nelamangala A simple issue or a petty demand, which would have otherwise easily ignored or given up or agreed had led to the serious damage to the very existence of the industry. I can give many examples starting from a petty demand for a plastic cover to carry confectionery items sold at discounted prices in the company for the employees, which actually triggered high magnitude industrial unrest and eventually led the closure of industry which also left more than 500 families on the street.Take another example, we must have read this in the newspaper, a company decided to lockout because of 10 Paisa disagreement in the settlement (an example occurred about 20 years before) and left more than 1000 families on the street. What do we understand by this? The Union or the workers would have ignored simply or given up or the management would have agreed to consider it, as it was a petty matter. The more realistic approach would have avoided the industrial unrest and the company would have continued the existence. It is all about maturity of people. Had they thought a little and acted maturely, serious trouble would have been averted. Is there a solution or an approach to deal with such complexities?One can find answers to these in the maturity model or the Human Relations/Human Factor based approach. I have dealt the conventional approach and Human Relations approach in detail in this article. I have also dealt what actions and approach of an employer leads to building progressive unionism which benefits both employers and workers at large.
 K.V. Ramaswamy HR and Legal Professional  PREFACE
The author of this book is a Human Resource Professional and a practicing Advocate who had served in many medium and large scale Industrial Establishments of repute, both Engineering, Service sectors and MNCs heading a large team of HR professionals. He carrys with him a vast experience of 30 years in the line. Before entering into HR line, he had hands on Administrative experiences having worked in many Government Departments including State Secretariat in Karnataka. The Organizations he associated were-HMT Ltd., a gaint Public Sector Company of multi consumer and industrial products, JSW Steels Ltd., (a steel jargon) of Jindals, Jindal Aluminium Ltd., Dempos, ITC Ltd., Taneja Aerospace & Aviation Ltd., G4S Secure Solutions and others in South India.  ಸ್ಮಯೋರ್ ಗಣಿ ಕಂಪನಿ ಸಂಡೂರು ರಾಜಮನೆತನದ ಮುಖ್ಯಸ್ಥರ ಒಡೆತನದಲ್ಲಿ 1954 ರಲ್ಲಿ ಪ್ರಾರಂಭಗೊಂಡಿದೆ. ಅಂದಿನ ಗಣಿಯ ವಿಸ್ತೀರ್ಣ ಸುಮಾರು ನಲವತ್ತೇಳು ಚದುರ ಕಿ.ಮೀ. ಇದ್ದು, ಸರ್ಕಾರದ ಕಾನೂನು ಮತ್ತು ಇತರೆ ಕಾರಣಗಳಿಗಾಗಿ, ಕಾಲಕಾಲಕ್ಕೆ ಕಡಿಮೆಯಾಗುತ್ತಾ, ಪ್ರಸ್ತುತ ಅದರ ವ್ಯಾಪ್ತಿ 3200 ಹೆಕ್ಟೇರ್‍ಗಳಿವೆ. ಉತ್ತಮ ಗುಣಮಟ್ಟದ ಮ್ಯಾಂಗನೀಸ್ ಮತ್ತು ಕಬ್ಬಿಣದ ಅದಿರನ್ನು ಅನುಕ್ರಮವಾಗಿ ಮತ್ತು ವಾರ್ಷಿಕವಾಗಿ 2.54 ಲಕ್ಷ ಮತ್ತು 11.376 ದಶಲಕ್ಷ ಮೆಟ್ರಿಕ್ ಟನ್ ಉತ್ಪಾದನೆ ಮಾಡಲಾಗುತ್ತಿದೆ. ಉತ್ಪಾದನೆಯನ್ನು ಆಂತರಿಕವಾಗಿ ಮಾರಾಟ ಮಾಡುವುದರ ಜೊತೆಗೆ ಹೊರ ದೇಶಗಳಿಗೆ ರಫ್ತನ್ನೂ ಮಾಡಲಾಗುತ್ತಿದೆ. ಪ್ರಸ್ತುತ ಸಂಸ್ಥೆಯಲ್ಲಿ ಒಟ್ಟಾರೆಯಾಗಿ ಉದ್ಯೋಗಿ / ಕಾರ್ಮಿಕರ ಸಂಖ್ಯೆ 1972 ಇದೆ.
ಉದ್ಯೋಗಿಗಳ ತೊಡಗಿಸಿಕೊಳ್ಳುವಿಕೆ ಅಂದರೆ ಏನು ?
ಉದ್ಯೋಗಿಗಳ ತೊಡಗಿಸಿಕೊಳ್ಳುವಿಕೆ ಎಂಬುದು ಸಾಂಸ್ಥಿಕ ಮಾನವ ಸಂಪನ್ಮೂಲ ನಿರ್ವಹಣೆಯ ವಿಭಾಗವನ್ನು ವಿಶೇಷವಾಗಿ ಲಗ್ಗೆ ಹಾಕಿದೆ (ವಿಭಾಗದಲ್ಲಿ ಬಹಳವಾಗಿ ಮಿಂಚುತ್ತಿದೆ). ಶತಮಾನಗಳಷ್ಟು ಹಳೆಯದಾದ ಪೂರ್ವದ ಪರಿಕಲ್ಪನೆಗಳಾದ ಕುಟುಂಬ (ಎಂಬ ಸಂಸ್ಥೆ), ಪರಸ್ಪರ ಸಂಬಂಧ (ಅವಲಂಬನೆ), ಪ್ರೀತಿ ಇವುಗಳನ್ನು ಬಳಸಿ ಕಾರ್ಯಸಾಧನೆ ಮತ್ತು ಸಕಾರಾತ್ಮಕ ಫಲಿತಾಂಶ ಪಡೆಯಬಹುದು ಎಂಬುದು ಇಲ್ಲಿಯ ಸಂಸ್ಕೃತಿಯ ಭಾಗವಾಗಿಯೇ ಇದೆ. ಈಗ ಇದು ಪಶ್ಚಿಮದ ಸಾಂಸ್ಥಿಕ ರೂಪರೇಷಿಗೆ ಅಳವಡಿಕೆಯಾಗುತ್ತಿರುವುದು ಹೊಸದಾಗಿ ಮತ್ತು ಆಸಕ್ತಿದಾಯಕವಾಗಿ ಕಾಣಿಸುತ್ತದೆ.  Dr. G.P. Naik Principal Consultant, Talent Avenues, Bangalore Even though the concept of sexual harassment is as old as the history of mankind, its implication at the work place has received attention in recent times. In fact until the verdict in Vishaka Vs. State of Rajasthan (1997) case by the Supreme Court of India in 1997, there were no official guidelines to deal with the subject. The case relates to an alleged gang rape of a social worker in a village of Rajasthan. In this case the court opined that sexual harassment at work place amounts to violation of individual rights guaranteed under Article 14 (equality before law); 15 (prohibition of discrimination on the ground of sex,); 19 (right to practice freely any profession, trade or occupation); 42 (provision for humane conditions of work), and the citizens duties under Article 51A to renounce practices derogatory to the dignity of women.  ಬೆಲೆ: ರೂ. 80/-  ಲೇಖಕರ ಮಾತು
ಮಾನವ ಸಂಪನ್ಮೂಲ ನಿರ್ವಹಣಾ ಕ್ಷೇತ್ರಕ್ಕೆ ಸಂಬಂಧಿಸಿದಂತೆ ಕನ್ನಡದಲ್ಲಿ ಹೊರಬಂದಿರುವ ಪುಸ್ತಕಗಳು ವಿರಳ. ಅದರಲ್ಲೂ ವೃತ್ತಿಯಲ್ಲಿದ್ದುಕೊಂಡು ಅದರಿಂದ ಪಡೆದ ಅನುಭವಗಳನ್ನಾಧರಿಸಿದ ಹೊತ್ತಿಗೆಗಳು ಅಷ್ಟಾಗಿ ಹೊರಬಂದಿಲ್ಲ. `ಜನಸಂಪದ' ಈ ಕೊರತೆಯನ್ನು ಸ್ವಲ್ಪಮಟ್ಟಿಗಾದರೂ ನಿವಾರಿಸುತ್ತದೆಂಬುದು ನನ್ನ ಪ್ರಾಮಾಣಿಕ ಅನಿಸಿಕೆಯಾಗಿದೆ.  Dr. G.P. Naik Director, Talent Avenues When an employee (or worker) of an organization (or company) is alleged to have committed a misconduct (or mistake) the employer (or manager) has to hold an enquiry, in accordance with the principles of natural justice and as per the provisions of the standing orders (or service rules) to find out if the allegations are true and to determine; what punishment will meet the ends of justice, if the allegations are fully or partially proved in the enquiry.
|
Categories
All
Archives
July 2019
Inviting meaningful articles on HR and Labour Law to publish in our website 
|
RSS Feed
|
SITEMAP
|
OFFICE ADDRESS
|
JOIN OUR ONLINE HR GROUPS
WE ARE HAPPY TO ANNOUNCE THAT 4000 HR PROFESSIONALS ARE CONNECTED THROUGH OUR NIRATHANKA HR GOOGLE GROUP, THE MEMBERS OF THE GROUP ARE PERMITTED TO SHARE HR ARTICLES, HR JOB POSTINGS AND ANNOUNCEMENTS ON SEMINARS / WORKSHOPS / TRAINING PROGRAMMES.
WE ARE HAPPY TO ANNOUNCE THAT 4000 HR PROFESSIONALS ARE CONNECTED THROUGH OUR NIRATHANKA HR GOOGLE GROUP, THE MEMBERS OF THE GROUP ARE PERMITTED TO SHARE HR ARTICLES, HR JOB POSTINGS AND ANNOUNCEMENTS ON SEMINARS / WORKSHOPS / TRAINING PROGRAMMES.
