HR Compliance Insights India

The POSH Act, 2013 was introduced in India to prevent, prohibit, and redress sexual harassment of women at the workplace. It aligns with the guidelines laid down by the Supreme Court in the landmark Vishaka judgment of 1997. Here's a detailed exploration of the legislation, its implications, and how it has been applied in various cases. 1. Genesis of POSH Act, 2013 The Vishaka Guidelines (1997) The Supreme Court's judgment in Vishaka & Ors. vs. State of Rajasthan (1997) came in response to the gang-rape of a social worker, Bhanwari Devi, in Rajasthan. This case highlighted the absence of specific legal provisions addressing workplace sexual harassment. The Vishaka Guidelines were issued to define sexual harassment, outline employer responsibilities, and mandate the establishment of grievance redressal mechanisms in workplaces. 2. Key Features of the POSH Act Definition of Sexual Harassment Sexual harassment includes unwelcome acts suc...

Polyphasic Sleep and Employee Productivity: A Support System for HR As HR professionals, fostering employee productivity and well-being is critical to organizational success. Exploring polyphasic sleep could offer innovative strategies to support employees with unconventional schedules, promote mental clarity, and manage workplace stress. Here's how polyphasic sleep relates to employee productivity and how HR can incorporate it into its support system: 1. The Connection Between Sleep and Productivity Cognitive Performance : Adequate sleep enhances memory, decision-making, and problem-solving skills. Short, frequent naps in polyphasic sleep schedules can help employees stay alert and reduce burnout. Energy Levels : Polyphasic sleep can mitigate mid-day slumps by integrating strategic nap breaks. Stress Management : Resting at regular intervals reduces cortisol levels, enhancing emotional well-being. 2. HR Benefits of Polyphasic Sl...

The placebo effect in HR refers to the psychological phenomenon where employees show improved performance or behavior simply because they believe they are receiving special attention, resources, or interventions, even if the actual change is minimal or symbolic. When applied to non-performers , the placebo effect can be a strategic tool to boost confidence, motivation, and engagement. How Placebo Effect Works in HR for Non-Performers: Positive Reinforcement: Introducing symbolic gestures like assigning a mentor, enrolling the employee in a “special” program, or offering feedback sessions can make the non-performer feel valued and supported. Perceived Development Opportunities: Non-performers might improve if they believe they are receiving unique resources or training tailored to their growth. Psychological Boost: Employees who feel trusted and invested in often self-correct behaviors and strive harder, even without ...