medical and psychiatric aspects in an industry setting:

The genesis of people management has roots on social work philosophy too. Something that helps differentiate best employers from rest of the ordinary greedy commercial entities. Years back, there was this bright IITian getting picked up through a hiring campaign; some viewed it as a prized 'catch', typical of general fishing approaches in hiring. A bright young Process engineer with excellent Chemical engineering OGPA score and IQ and personality obviously looked good.His initial induction phase as Chemical Engineer Trainee inside plant and back offices went well and got placed as a Process engineer after normal assessments.The story changed when for a plant emergency he had to stay back a little late in one evening. Seeing his difficulties in climbing down the steps while coming out of offfice his Manager referred him for a medical re-examination. His telescopic vision got noticed that way and a referral to rehabilitation assignment became necesary. He slipped in his ratings that year and the vision handicap affected his self esteem especially before his fiancee. HR need to step in to provide an 'anchor' to the employee at such times to help him overcome and adapt to the handicap. In such cases, professional social work interventions, medical and/or psychiatric interventions for rehabilitation to a suitable assignment becomes necessary. Also, deviant behaviour coming from addictions or coping with impaired faculties from occupational hazards, like exposure to chemicals, gases , heat and sound can potentially damage human esteem. Companies need to have a system to isolate such cases, do causative studies, set up preventive mechanisms and own up responsibilities for rehabilitation as a CSR. Progressive companies who are really committed to CSR takes care and recognise such boundary issues of HR management. Others justify performance reasons for expulsion of such employees to the society damaging community harmony. Green? hardly.