Not that I am an expert by now in this field, but what ever experience I have gathered in last three years has taught me some and yes, more has to come. An industry with assembly line work schedule segregated by aisles with minimum 3 supervisors and 1/4 pay Uncle SAM takes home conveniently HR has developed far better procedures and structures in comparison to other sectors. By stating this I am clearly aware that this industry is no comparison to TATAs and WIPROs(non ITES companies) since it is yet to get its due share in recognition from Government, in terms of separate Law enforcement to regulate and govern it.
Maybe it is similar to the hare and tortoise story, where other industries have a strong support of clear Acts and infrastructure, we are "orphaned" with bits to be picked up and create a free structure within a set structure. This along with the urgency of growth and revenue forced us to develop ourself! Each and every agent is a dollar earned and lost, how can HR not be in hand with Operations. We are now far from those days when ITES was Operations ruled, still... I feel our HR counterparts in other industries don't agree or accept this fact or I have not been able to convince.
What we require is a strong Labour Law for ITES industry, which is not just derived from Shops and Estabishment Act, but customized to our work environment. And its high time, that ITES industries come together and form a cartel, as Labour Laws have been to a certain extent pro-labour. Where in supply is more than demand, labour has an upper hand and employer takes a beating in enforcing its policies.
"Backlisting name in NASSCOM" is a redundant and frivolous adage, which doesn't work now. ITES needs recognition, the bubble hasn't burst but is changing and diverting to something new. And little bit of help would help in a great way.
Why to loose business to Philippine!
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