Skip to main content

In lighter vein: Public sector vs private sector-who is more fair and transparent

Liberalisation opened gates for large number of private sector businesses and along came loads of jobs. Jobs came fast and furious. With so many hired, has there been a system that can be called fair and transparent in private sectors? Not sure as they do not hire like PSUs do. PSUs advertise, call for test, at  each stage publish results and best out of the whole lot are hired. Clear and transparent. In private sector hiring happens through local systems that a company may choose to adopt. Advertise on different job boards, media, website, internal hiring campaign, or sometimes even without advertising. That's called liberalisation. But does that ensure, we have followed fair and transparent process? Probably not. As there is no audit or accountability to any government body or cell to publish, how fair and transparent their system has been in hiring till promotions, reviews and rewards. Liberaliation, while has opened gates for privatisation but it appears it has made people and system within the company management a little like unbridled rulers.Lack of proper accountability may have promoted lose systems and whims and fancies in decision making and thereby affecting the fairness and transparency.
My experience of having got offers from PSUs and other government services gives me more confidence in the system than in private sectors.
Private sector hiring in most of the cases, except for campus hiring is not so well planned as PSU hirings are.
Even selection of campus have been quite questionable many a times in private sector hiring. But that's the liberalisation code that we agreed to and it has helped a lot in growth but the question is not questioning growth but questioning, the fairness and transparency of the system.

While appearing for a government competitive examination and interview, I experienced that my performance will lead to result with much higher probability than I experienced in the private sector, where, even if score 100/100 at all stages, things may not turn in your favor as selection in private sector is not most driven by a formula that is established or can be explained and understood, but by hunches, gut feel, culture-fit, focus fit, long-term, short-term planning fit, etc.

When majority of jobs are there in the private sector, an uncertain system of hiring and growth of job or ucertain job market and hiring trends mayy derail lots of lives which will in turn affect lots of growth plans.
Housing loan is one such threat that has made people think twice before buying a flat or house, as uncertainty is unsettling lots of boats.
Hope things turn out and shape up for better.

Comments

Post a Comment

Popular posts from this blog

What is The Hay Group Total Reward Framework

The Hay Group Total Reward Framework A new way of understanding reward Reward strategies must be anchored in business reality to be effective. Which means linking it to your business strategy – and the needs of your employees as well as your organisation. Our Total Reward Framework helps you optimise reward, no matter how challenging the conditions. The issue Remuneration tends to be one of the worst-managed parts of an organisation’s cost structure. But with 10-70 per cent of total costs wrapped up in it, reward cannot be ignored, particularly in a downturn. To be effective, reward programmes must reflect the needs of the business, now and in the future. Only if they are tied closely to company strategy, business performance and the needs of employees can reward programmes deliver the ROI that is needed in tough times[MK1] . The Hay Group Total Reward Framework takes strategy as a starting point – and it focuses on total reward: every financial measure together with no
1 comment
Read more

Aon Hewitt Total Rewards Framework

Aon Hewitt Total Rewards Framework The Aon Hewitt model and approach believes in considering Total Rewards as a business tool and very much linked to overall business objectives! Reward as understood is a very complex mechanism and some efforts of correcting the base pay and titling in a hurry by many MNCs in India have done a bigger crime by trying to correct it by market adjustments without looking at the talent map, complexity and expectations out of role and mapping it against the benchmark. Titles in India are a big misnomer and hardly any survey on compensation ever probes and captures and calibrates the tangible outcome based bench marking! If we dive deep, we will find that the key factors of Education, Experience and Quality of Education, Quality and relevance of experience and education are not calculated granular! A diploma holder technical manager gets the salary benchmarked for the top T-school manager with top quality experience in a challenging and break-through
Post a Comment
Read more

Why is ‘Total Rewards’ key to talent management?

Why is ‘Total Rewards’ key to talent management?  Total Rewards (TR) is talent life-cycle management tool that holistically embeds into the whole business plan.  TR can add feather to the modern day HR if they can handle it well to give company the long term competitive edge Unfortunately TR is not a broad-brush tool and so it requires an insightful ‘HR Leader’ with strong sense and capability of strategic alignment, analytic thinking and rightful implementation strengths . WHY TOTAL REWARDS? You must show employees “what’s in it for me.” This means tying together the benefit of the job, the culture, their colleagues, and the company’s mission and its values, as well as total rewards. But total rewards are the most immediate and visible element to employees. SOURCE: Bremen, John and Sejen, Laura. Advancing Total Rewards & the Employee Value Proposition. WorldatWork. 2012. COMPENSATION: IT’S KIND OF A BIG DEAL Compensation can be the single biggest cost
1 comment
Read more