HR in practice and blogs


The B-schools may be teaching innumerable HR theories to cream of talented students. But when it comes to implementation the HR executives face the handicap of lack of practical experience. In this article we are dealing with some of the HR factors that need practical experience and managing negative blogs at work place.

How to hire and fire, and handle unions: Dealing with real people is so different from reading about industrial and HR (human resource) laws and theories, that it has to be only experienced or learnt at the feet of a master.

Communicate at all levels, and how to follow up: Since you are surrounded by people of equal mental caliber and motivations, you don’t get to learn to communicate with people of varying intelligence and states of disillusionment. When the situation ultimately arises, it often ends in frustration for both parties.

How to conduct yourself within the organization: The act of standing out even as you fit in is a skill that has to be mastered within an organizational set-up. You cannot learn it in a simulated environment where hierarchies do not exist, and the damage can never be too severe.

The need for high personal energy levels: Other than a strictly personal passion for physical activity and fitness, most people fail to understand the degree to which personal physical fitness matters in corporate life.

E-mail and phone etiquette: There are some unspoken and unwritten laws and codes of conduct prevailing in the corporate world regarding the use of email and phones.

Personal users, university network users and association users will never realize the importance of a formal escalation process before marking copies of email to several people, or why it is important to pick up the phone within, say, three rings.

So, where do you look for solutions? One option is the summer internship. But the kid glove treatment some organizations meet out to their trainees will come in the way of any real learning. Work experience before a management education may make the transition to a career smoother, but it’s not guaranteed.

Managing Workplace Negativity (blog)

One of the easiest ways for disgruntled employees to turn negativity into a dangerous weapon is to create a weblog or ‘blog’. Blogs can be created without any need for technical ability and there are several free providers. Bloggers do not need to understand website coding, register their own domains or pay for hosting. In essence, blogs are personal online journals that are sometimes turned into ‘electronic soapboxes’ with the option of inviting comments from viewers to whip up more discord. This offers an easy opportunity for causing mischief, if not mayhem.

A survey by the Employment Law Alliance earlier this year found that 5 per cent of American workers maintain a blog and 16 per cent of bloggers admitted to having posted something negative about an employer, supervisor or colleague. The Employment Law Alliance calculated that in a company with 120 employees, there is likely to be at least one employee making negative blog comments about the organization or its employees.

Despite the potentially harmful effect on employee morale and an organization’s reputation, the survey found that only 15 per cent of employers had specific policies about work related blogging.

The survey found that 62 per cent of U.S. employers with blogging policies prohibited any employer related information good or bad being posted on a blog. 60 per cent of surveyed employees believed that employers should have the right to discipline or dismiss employees who posted confidential, damaging or embarrassing information about their employer on their personal blog.


The Employment Law Alliance considers that employers should have rules on blogging in their employee handbooks, just as most have addressed email and internet use. Employers cannot prevent workers from blogging in their own time, but they can attempt to restrict work related content and blogging activity during working hours by resorting to suitable disciplinary action as per the standing orders of the organization or according to Employment laws of the country on ‘Blogs’.


    Can U please suggest on the following:

    I am a post-graduate in HRM and Personnel Mgmt. and Industrial Relations with specialisation in Training & Development. But, My present profession is Personal Secretary to a Senior Qualilty Manager and I had earlier reported for almost 8 yrs. with the Head of HRD and gained lot of insights on how to transform myself into a Core HR Executive. Unfortunately, my organisation doesn’t allow me to take a change into Core HR from Secretary line. It is my 17th year experience. Can U suggest on my future career planning