Tag: Hero Motocorp

Vijay Sethi, CHRO – Hero MotoCorp, quits

Vijay Sethi, chief information officer (CIO), head human resources and head corporate social responsibility, Hero MotoCorp, has quit after serving the Company for 13...

Hero MotoCorp appoints Mike Clarke as COO & CHRO

Michael Clarke will take charge as the chief operating officer (COO) as well as the chief human resource officer (CHRO) at Hero MotoCorp with...

Hero Motocorp fires 30 staff members on ethical grounds

These employees were not only found guilty of fudging travel-expense bills, but also of accepting personal favours, gifts and other benefits from some of the vendors, suppliers and dealers . 

Sanjay Jorapur calls it quits at Hero MotoCorp; Vijay Sethi named...

Jorapur has been managing HR at Hero MotoCorp since 2014.

IR: Bell the cat inside the bag!

Due to our own specific physical constructions, developed through the combinations of about 69 natural elements in varied proportions, the genesis of five broader approaches reconcile with the five natural orientations we are living with.

IR: How ego states impact industrial relations

The personal ego state of the stakeholder individuals can make or mar the desired industrial relations.

IR: Leaders and managers by chance?

A majority of the IR managers and trade union leaders are not aware of the legal, behavioural, business and conceptual aspects of unionisation—labour, productivity, benefits, IR, leadership, role modelling, discipline and business management which is why they have a short time perspective to resolve an issue.

IR: In between politics and ego

Politics coupled with inflated ego is a deadly combination in any situation and it's rampant in industrial relations. 

Perceptual Error: Missing link of Union-Management relationship

Any right can only be demanded in return for duty, and that has to be understood by the employees as well as the management.

Prabir Jha, Anuranjita Kumar, Nathan SV top the HR Power Profiles

LinkedIn Power Profiles 2016 is a celebration of members who are not only great at what they do, but have also invested in their professional identity on LinkedIn

The ‘cause and effect’ of IR

Just play along with cause & effect, gravity, flow thermodynamics, electromagnetism and time. You will not only feel motivated, but appear motivated. 

IR: Seed to banyan tree

The eight stages of an effective IR.

How to groom workers at the shop floor?

Erikson’s theory of child development can be applied to Industrial Relations.

Four dimensions of industrial relations

IR is simply the science and art of togetherness. Learn about the appropriate length, width, depth and time for industrial relations.

IR management needs to be professionalised

It is important to build a charming professional culture in an organisation. Professionalism is nothing but swimming in tandem with the natural rhythm of ‘cause and effect’.

Why self-discipline is a must in IR

Many IR managers feel that these manipulations are necessary to manage people in varied situations, with varying needs, egos and greed. But it is absurd to believe that such manipulations and negativity can yield positive results.

How vested interests mar industrial relations

The prime vested interest of company executives is to rule at will – egocentrism. However, the vested interest of the union leaders is to satisfy their social and self-esteem needs. These are the raw motives, to overcome which and to develop behavioural compatibility between both the agencies, two measures need to be established—a defined transactional system, and constant interpersonal communication. 

Can we build-up a productive and sustained industrial relations?

Hypocrisy is what is observed these days, in the name of decency and tolerance, and the key source of most IR trouble.

Intolerance for Industrial Relations

Intolerance grows to the level of incapacity in dealing with the four dimensions of universal phenomenon—need, greed, support and ignorance.

IR Mindset: Why should we work for the company?

Each individual works to satisfy his own need, greed and ego. Each person plays a role in the company’s fitness and has to be paid for his contribution to the same, proportionately. 

Why does Darwin’s theory fail in ‘Industrial Relations’?

When Darwin explored ‘survival of fittest’, the ‘emotional intelligence’ was not a developed subject in the new-world. Now, we are very successfully dodging the growth fitness with our hypocrisy.

How Maslow’s theory works in Industrial Relations?

IR managers need to align workers and their leaders to productive co-existence at all the levels of Maslow’s hierarchy of needs.

Can law ensure a happy & prosperous industrial relations?

Industry laws are meant to make us behave right in a social and natural context, but the trouble begins when someone starts behaving in an unsynchronised way.

Leadership wellness coaching – Just what your organisation needs today!

It has been a year since the world was hit by the pandemic, consequent lockdowns, lifestyle changes and new ways of working! Everything as...

Ten key skills required in an age of digital transformation

As a growing number of organisations integrate digital technologies into all aspects of their business, digital transformation has come to be regarded as the...

Latest

Twitter to hire new Africa team, set up office in Ghana

Twitter is all set to expand its team in Africa. It plans to set up its first product and engineering team in the continent,...

Hero Group announces the launch of Hero Vired, a new learning venture

Hero Group has decided to step into the edtech industry and has announced the launch of Hero Vired. The aim is to offer end-to-end...

“Perennials will replace Millennials,” Adil Malia

2021 – changing organisational design Talent acquisition will become increasingly net-based. Predictive AI tools will be used to assess and support hiring decisions. Block- chain...

Unemployment in Australia drops to one-year low

Data reveals that unemployment in Australia has dropped to a one-year low, and the number of people in jobs has exceeded pre-pandemic levels. This...

DIALOGUE

Binding multi-faceted employees with Titan Values

Titan has different sets of employees for different functions and verticals, ranging from the shopfloor to the retail stores. How do you bring in...

The right people policy for startups – Madan Nagaldinne

You happen to have worked mostly with large organisations. How different is it working for a startup now? When you have worked for big...
video

“Archaic HR processes force millennials to switch jobs often,” Niti Khosla, lead people analytics...

Friendly and jolly Niti Khosla, lead-people analytics and business impact, Novartis International, is a true HR leader with the ability to understand people and...