The great HR debate

Where words become weapons :
 

C Hewapattini

The purpose of debate is to bring all sides of an issue into the light for frank evaluation, deliberation, and discussion. It is a search for the truth, if you will, through principle, reason, and logic. The exchange of ideas leads to enlightened thinking. The history of debates goes back to 430 BC when the Greeks invented democracy and with it, the free debate and the art of public speaking.

However, in an era where tolerance levels for alternative points of view are fast deteriorating, the importance of debating issues is fading from the public consciousness. Sadly, this has percolated to our organisations too, where collective action is resorted to as the best form of conflict resolution.

It is in this backdrop that IPM Sri Lanka has come up with the unique idea of having an Inter Organisational Debating Competition to debate some of the core HR issues.

In an interview with the Daily News Business, C Hewapattini who spearheads this project said, “Up until a few months ago, we were only talking of HR being a strategic partner, an employee sponsor or advocate, and a change mentor within the organization. In general, the focus was on strategic people retention and talent development.

However, with the global economic slow down, sensitive issues such as cost containment, head count/salary freezes, lay offs have also crept in to the HR agenda. A debate of this nature is therefore all the more important at this juncture”.

Q: Who can participate in this Debate?

A: Any organisation that has a dedicated HR/Staff Unit can send entries. Each team will have four speakers subject to a minimum of two members from HR and one from the Line. Each Team will also have two reserves. All details are posted on the IPM web site www.ipmlk.org

Q: What are the HR topics of contemporary interest?

A: As I said earlier, we need to be clear about our role in these difficult times. “Is it primarily to manage cost or employee morale?” “In times of recession, which is the better option....... lay offs or salary cuts/freezes?” “To what extent is HR responsible for the current economic slow down?”

“In today’s context, should HR support the business rather than attempting to drive the business?” These are some of the topics that are likely to come up for debate

Q: In the light of new challenges, are issues relating to Talent Supply irrelevant today?

A: Definitely not. This still remains high on the HR Agenda. This is a subject that will be extensively debated. “Should we hire people for skills or attitude and interest?” “Which is more important for career development.....is it performance or potential?” “In the HR Scorecard, should outcome metrics carry greater weightage than process metrics?”.......the list goes on.

Q: Performance Management remains a major concern in many organisations. Will this come up for debate?

A: Yes. According to a Watson Wyatt Survey, Performance Management remains the number one management problem in many Organisations. It was further revealed that the negative impact of the performance evaluation process may far outweigh any benefits., mainly due to its judgemental nature. We may come up with a number of topics such as “Performance evaluation should always be relative”, “Outcome is more important than efforts” “Stretch Goals lead to exploitation” and “Performance rating distribution should be based on a Bell Curve”. This is a subject that will never cease to evoke controversy.

Q: Executive Compensation, especially the Bonus Pay arrangements have come under sharp criticism in the West. How far is this relevant to Sri Lanka?

A: A few days ago, President Barack Obama announced the unusual government intervention into corporate America by imposing a cap on the senior executive pay in the failed financial institutions.

He said “We don’t disparage wealth. We don’t begrudge anybody for achieving success. But what gets people upset - and rightfully so - are executives being rewarded for failure.”

In Sri Lanka, there has not yet been any state intervention on executive pay. We should like to debate on the merits and demerits of such intervention.

Q: Most of the CEOs come from either a Financial or Marketing background. Why is it that most of our CEOs do not come from an HR background?

A: Well, this will definitely be an interesting topic for Debate.

Q: Are the labour laws in Sri Lanka over protective of employees?

A: Sri Lankan legal system is enriched with labour legislation to protect the interests of the employees who do not have equal bargaining power with employers. However, this has had an adverse impact on employment generation. The challenge is therefore to create a conducive environment that safeguards the interests of employees as well as those of the employers. We have identified a number of topics relating to Industrial Relations, Collective Bargaining, Politicisation of Trade Unions, Termination of Employment, Outsourcing etc.

Q: What are the other issues that will be taken up for Debate?

A: We will Endeavour to cover other key result areas of HR such as Resourcing, Training & Development, Leadership, Employer Branding, Reward Management etc.

Q: How will the individual speakers benefit from the participation in these Debates?

A: In addition to the knowledge enhancement, Debates are a means of encouraging critical thinking, personal expression, and tolerance of others’ opinions. Most of the successful Executives have been involved in high school/university debates, and for good reason. Simply put, debate-related competencies help one get ahead and stay there.

Q: How will you escalate these deliberations to a national platform?

A: President has requested IPM Sri Lanka to come up with its proposals towards the establishment of a National HR Policy. What transpires at these Debates will form an integral part of our proposals to the Government.