To have the cake, and eat it too- syndrome explicitly tells us a message. HR professionals have to take greater loads of corporate responsibility when they come under management dictations & duress. Their predicament forces them to adapt to various methods and devious ways of handling people and situations.

What is important is that, these professionals must stand up to live for defined ethics and governance. Fight against parochial dictations and do not get influenced by higher management. Like all working professionals, they must wake up to virtual realities of morality and commitments. Like they are committed to higher management, they must be committed to work force- in addition.

They need to do moral policing, stand up to say- what is wrong & right for both management and employee force. If under the thumb rule of corporate governance and unethical practice, they must publicly oppose and show assertive behavior. HRD- is no small effort and it calls for guts and brains. Timidity and obedience to unacceptable role playing, in the long run would not only jeopardize the interests of companies but would play havoc in human affairs and people centric issues. Like all professionals who have a code of ethics and disciplines, HR-Managers must become more powerful and demand righteousness.

The unthinkable nightmare of a leading, ethnic IT-company, which was in the news recently have clearly trespassed all professional boundaries in corporate governance. Promoters are behind bars, leading financial consultants hired by the company have escaped as if they had a close shave, and all these instances portend evil practices, uncouth and deliberations. Under the umbrella of these happenings, all accepted institutions, business houses must become more transparent and a time of reawakening has become inevitable.

Professionalism must not turn out to be a dreaded synonym to evil empires, but continue to exist for growth and performance.

By older expression and thought, all business today must carefully evaluate principles and practice people oriented approach, and strongly advocate high morals and ethical practices. They must empower HR- professionals to their righteous practices and learning.

Innovation and adaptable methods of governance must come into practice, which may differ from organizations to another; methodologies need to be inventive and pioneering. Employee retention, attracting young talents, reducing the attrition rate in the organization, special pay and incentive workouts, should come into force effectively. Company standing, performance, business roles, diversified interests and scope and growth potentials must be briefed to employees from time to time. A close interactive exchange with employees now and then would resolve many issues and trouble shootings. Most of these do exist in organizations, but, my major concern is: if these issues are addressed with clear conscience and earnestness, we perceptibly can grow in a sustained, impregnable world of business and industrial performance.

Workers losing jobs, companies downsizing, cost cutting, and shrinking from sizes, are factors reflective of poor corporate governance. In my surmise, it is a face book of indiscipline, business avariciousness, greed and apathy! , Excluding market trends and dynamics, products and produce which call for up gradation of adaptable orientations.

As long as we have corruption in our society, so long our work will not be over; there is an ordained pattern of business opened to all of us, if adhered, and practiced, can give excellent results. It calls for earnest people and clean conscience.