Comments on: The Dilemma – Dying In Harness https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/ The Events in Human Resources and Employee Relations space, and in My World through my eyes. Thu, 23 Apr 2020 16:14:30 +0000 hourly 1 By: Rutvi https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3851 Fri, 17 Dec 2010 18:46:11 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3851 I agree with what Sourav has said.

The loss of a person in a family can never be made up. However, slowly and steadily, the family needs to start facing the fact and become self-sufficient, both emotionally and financially.

We as HR professionals should try and help them in this endeavour. A job could be offered as per the skill level, and compensated as per regular standards. However, in the beginning, an additional allowance for the loss of a member could be given to reach the previous income.

Slowly, with training and skill enhancement, and hence, better job prospects, the compensation could increase and allowance could decrease. The allowance, of course, comes from the trust/CSR funds. The compensation could come from the regular budget.

This way, the company helps the family to stand back – and not remain crushed forever, and the pain for the family gets cushioned, at least financially.

This is just a thought that I had, the practicality of this suggestion needs to be checked.

Rutvi

]]> By: Sourav https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3862 Tue, 23 Nov 2010 18:26:37 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3862 A difficult question to answer Sir! The loss can't be made up completely but an organization can try to reduce the financial burden on the family and provide the wife/another family member with a productive occupation – staying occupied with something after a loss helps you in overcoming the loss. Hence i think the question a HR Manager should ask is "What do i need to do to make him/her employable?" rather than "Is he/she employable?"

]]> By: Anonymous https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3863 Thu, 18 Nov 2010 04:49:58 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3863 When an employee dies in harness/normal circumstances… Employment shall be provided to the employee's family depending on their qualification/skillset/competency. The focus shall be to provide the same financial resources through one of the family member as it were earlier.

Considering the case above, the employer can certainly go for providing training program to increase the employability of the deceased's family member. However, the catch is.. if the family member is unfit (becoz of qualification etc) for the employer's organisation, then where else he/she'll go.

The monetary compensation (lumpsum) part shall be separate for the two instances. It shall be more in harness than in normal circumstances. However the monthly part will depend on the efforts made by the employer..

]]> By: Papori https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3865 Wed, 17 Nov 2010 15:08:42 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3865 The humanitarian approach by big Industrial Houses like Tatas is a much needed helping hand to victims and their kin. The work done by the Tatas is truly commendable. Employability on merit basis definitely should be the sole criteria, and as madhu says 'in normal circumstances', however in cases of harness, the approach shifts to providing another breadwinner for the afflicted family at least in earning terms. Hats off to organizations who can look beyond the deciding employability criteria and broaden the humane aspect to put in practice what many only preach.

]]> By: ashok https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3866 Wed, 17 Nov 2010 07:53:08 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3866 Every aspect in life cannot be measured in money and employability. The ASK model propagated by the HR community should be practiced in such cases. The HR manager who do not subscribe to such supportive action should be classified as "Harassment & Retrenchment" managers and dismissed from employment.

]]> By: madhu https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3867 Wed, 17 Nov 2010 07:42:08 +0000 https://vivekvsp.com/2010/11/the-dilemma-dying-in-harness/#comment-3867 No doubt merit should be the sole reason for employment in a normal senario. But in cases of harness I feel that that should not be the case. After all, the family of the deceased person will have to be given enough benefits to support themselves.
I feel that designing a strong training program for such persons ( to the alternate employed persons) and ensuring they acquire sufficient skills to do the job is very important. What can be done is that, passing the post-training tests will only lead enjoying the whole benefit.
In this way, the problem of poor skills etc can be eliminated and the family will also benefit from the re-employment. Also,, the re-employed person will be forced to work his/her level best to deliver decent performance in the organization

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