Depressed over job insecurity techie commits suicide in Pune

Depressed over job insecurity techie commits suicide in Pune

The IT Indian is at the forefront. The layoffs become a permanent fixture, at least, companies can re-imagine their human resources departments to operate in a more humane way with minimal empathy during the termination process.
The technology sector in India seems to cross an emotional roller coaster with companies and employees through a difficult time.

In tragic information Gopikrishna Durgaprasad, a 25-year-old IT professional based in Pune, committed suicide by jumping from the fourth floor of his hotel room.

He cited in his suicide note that the insecurity of employment growth in the technology sector led him to take this extreme step. News reports say he got a job in Pune and remains responsible for the company at the hotel. The passage through the suicide note, which seems at first sight as depression and anxiety contributed to suicide.

According to a statement released by the IT Staff Forum (FITE), it is more than 60,000 employees at work creating fear between employees and their families for months.

IT Majors terminated employees illegally and unethically. FITE, based in Chennai, helped IT staff to present their case and to ensure fairness in ethics layoffs, which has become the norm in India’s IT sector.

Growing insecurity

What is more worrying in this case is the lack of support system for employers to hear employee claims. The latest issue of Tech Mahindra in which a Tech Mahindra employee was brutally dismissed by a lesser HR speaks of the lack of well-defined termination procedures in the technology sector of India – both large and small.

While hiring and firing are part of an industry, they raised questions about how these terminations were made and blame employees as “most relevant” to the demands of the market.

It is very strange, at some point, that the same companies that proudly demonstrated Capability Maturity Model (PCMM) now call some unskilled workers. It also requires careful consideration of their fitness and training and their relevance.

If we were to define PCMM through a wiki entry: “It is a framework of maturity that focuses on continuous improvement in the management and development of an organization’s human resources.

It describes a path of evolutionary improvement from ad hoc practices, inconsistent, to mature, disciplined and further improving the development of knowledge, skills and motivation of the workforce that enhances strategic business performance.

In areas such as human resources, knowledge management and organizational development, People CMM guides organizations in improving their management processes and developing their workforce.

The CMM helps organizations characterize the maturity of their work practices, establish a program of continuous development of the workforce, set priorities for improvement actions, integrate work development with process improvement and establish A culture of excellence “.

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