1.
Where to
hire talent from — larger organisations or smaller?
For any
organisation, hiring from another organisation that is larger than itself or
smaller, has its advantages and disadvantages. For any good recruiter, the
talent-acquisition process involves multiple variables upon which the
suitability of a person’s candidature is judged. The robustness of the process
allows companies to identify and acquire talent that they assess and find to be
a suitable match for their culture, a critical factor in retention. At the time
of recruitment, one of the things that a recruiter takes into account is the
occupational history of the candidates, that is, their past experiences. This
primarily helps them understand their competency for the job role at hand.
Delving into the prior engagements, the recruiter looks at the sort of
companies they have worked for, in terms of size and work culture. There are
many large-scale organisations where people work process-oriented jobs. One
would expect people to understand and not get frustrated with rules, but
rather, work well under limitations and within boundaries as that is what such
organisations are used to. This may not work for smaller organisations, where
talent is required to be more agile and nimble in their approach. Hence, talent
coming from such organisations may not be the best choice for process-driven
roles
2.
SC against use of hyper
technicalities in workplace sexual harassment cases
The bench, presided by, D.Y.
Chandrachud and A.S. Bopanna observed the trend of invalidating sexual
harassment cases by use through hyper-technical interpretation. The Supreme Court has suggested that the courts
should avoid a hyper-technical, and cold interpretation of service rules and
regulations on prevention of sexual harassment at the workplace. By leaning
into the technicalities, the appellate mechanisms threaten to turn the entire
process into a punishment for the victims. The services rules and statuary
regulations should be interpreted in such a way that they provide substantive
justice. The bench, headed by DY Chandrachud and AS Bopanna said that, “It is
important that courts uphold the spirit of the right against sexual harassment,
which is vested in all persons as a part of their right to life and right to
dignity under Article 21 of the Constitution. It is also important to be
mindful of the power dynamics that are mired in sexual harassment at the
workplace.” The bench also expressed concern over the worrying trend of
invalidation of sexual harassment cases by employing hyper-technical terms and
services.
3.
4.5-day
work week for UAE government departments
The United Arab Emirates government announced on social media that it
“will transition to a four and a half day working week”. That means, employees’
weekend will begin on Friday afternoon giving them a two and a half-day weekend
to rest, relax and rejuvenate. Presently, the weekend for government employees
begins on Thursday night and ends on Saturday night. Sunday is a working day,
while Friday and Saturday are off. The tweet said that “all federal government
departments will move to the new weekend from January 1, 2022”. This two and a
half-day weekend can be enjoyed by all employees of the government sector,
including schools and universities.
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