Now when these (local) managers are tasked with the goal of minimizing the cost, they look for right fit of resources and fulfill the short term goals of the organization. Meanwhile in this process they create a monster for the HR to handle. I don't mean to say that HR is not party in creating this mess at the first place. Their goal sheets like any other business part aligns itself fully with the 'so called' business requirement - which is only this and not that. ('This' is mostly technical/ process, 'That' is mostly character/ attitude)
Having said that, companies all around the world are struggling to become 'Great' and not just good, but the limitations of hiring based on character/ attitude has become a major deterrent. The argument of lack of fair assessments which are scalable to judge a character/ attitude, is a valid one. But for the scope of the ailment which I am proposing here, I should limit the cause to a very simple one - Language.
This would be the right time to share my second hypothesis -
2. Most of the challenges we are referring to (HR Policy violations) have been started to get recognized as a violation in Asian ( and hence Indian) context pretty recently. Terms like professionalism, sexual harassment, attitude issues were never the highlights of businesses in Asia. The policies have been imported from the western world. Second part of my hypothesis is that in order to understand the underlying meaning and fulfillment of such policies, we need to have the exposure to the western world. The only way to take that first step toward that exposure is through getting exposed to English (for Asia).
Whatever is being written here are the personal views of the author and are subjected to agreement or disagreement. And a request to all members, Please share your views !!