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Most interestingly, the HR community which is completely responsible for controlling and curbing such manipulative behaviours are found to be engaged vigorously in creating such behaviour in the first place. Instead of becoming the part of solution centre, many HR professionals are found to be the part of problem centre.

In all these cases given above, it was found that the company does not bother to send detailed Job Specification / Position Specification / Candidate Profile, etc., to the prospective candidate and sufficient attentions are not paid in order to go through the detailed profile of the prospective candidate during the process of short listing. Lip-service is paid while short listing the profile in the process of excessive work pressure. Best processes are either not at all defined or they are not followed, and in this process, manipulative behaviours are encouraged. The above case of Tata Motor Finance clearly demonstrates that even Tata Houses are not outside the jurisdiction of this massive cancer.

Most unfortunately, these cases do not comes to the surface, because all interview processes are considered to be highly confidential by every prospective candidate till he or she joins the job. Disclosing such information in the open market could be highly dangerous for the prospective candidate in his or her current assignment.

The above behaviour is only one kind of many such unfair employment practices carried out by many Indian corporate houses. In another instance, it was found that despite several e-mail messages, Monster.com refused to delete the profile of a candidate from their data-bank. Ultimately, the candidate had to threaten the company with legal notice in order to get his data deleted from the Monster.com website.

Very recently, the entire Indian corporate sector under the umbrella of CII has advocated very strongly for a self-regulatory mechanism in order to take care of all unfair employment practices and TATA SONS remained in the lead role in entire scenario. However, it seems that self-regulatory mechanism is not working currently at the operational level due to various reasons. The above case of Tata Motor Finance is the best example. Under the circumstances, it is perhaps high time to establish a national-level Unfair Employment Regulatory Commission at the earliest to address all unfair employment practices of Indian corporate houses.

Concluded.

* Contributed by: -
Joydip Dey is a Post Graduate in Human Resources from XLRI Jamshedpur, and has spent more than 15 years in the Fortune 500 Technology Companies, and is currently VP-Human Resources at Bharti Tele-Ventures Ltd., New Delhi.