HR Challenges Hamper SP Growth

If there is one sector, which has never hanged ‘no vacancy' board, it would be the channel business. In the distribution-level, people with qualification of a pre-university join as a trainee. On the other hand, in the organizations of some of the leading system integrators, talents that had worked for the vendor companies work as vice-president heading the SI's operations. This situation is cannot be found in any industry. However, the channel partners always had never had a cake walk when it comes to the HR issues and policies.

R Ramkumar, chairman, Gemini Communications, Chennai, says, ""HR is not an easy job. Today, I see, the issue is not with the skill of the people, but their attitude-approach. Technical training is what any vendor or channel partner can conduct. However, there is a great need to implicate discipline among the workforce. In Gemini communications, we have a tradition of one-on-one sessions where we try to understand all the problems and the issues of the employees are met at the earliest." However, for Pradeep Jhawar, CEO, Bard Roy Technologies, Kolkata, there is a sea change in the approach of employees towards a channel partner.

"Empowering employees is just like training the students to a higher level once they are out of school. We are on the process of developing their skills on various aspects so that they are upto the standards. However, the biggest issue today is the availability of the right manpower for the right position. We are always on the lookout for the people to whom separate responsibilities including maintaining a branch or business division can be handed over." He says further adding that the pay-scale of their employees are expected to be at par to those of the vendors.

Among the divisions, the sales division suffers a lot when it comes to the issues related to human resource. Harinder Salwan, director, Tricom Multimedia, Mumbai, says, "The toughest department where the takers are less is the sales team. Since sales job reflect directly and immediately on their performance, many do not prefer a job in that department. Also, if anyone takes, more than the variable part, they stress more on their fixed salary. However, any sales job is related to the variable salary which is based on their performance. I may suggest that channel partners, while employing anyone should include variables along with the fixed salary without fail. "

At least in some cases, if the employees are good, the situation may remain good. However, what if the employees are deviating from their assigned task and backfire their bosses?
Anil Mittal, director, GOIP, Delhi, says, "Most of the time, stability of the candidates is the major problem. I believe that like employers need employees, the employees also need good employers. Even in my own office, one of my employees had shared my key client list with my straight competitor. We, the channel partners, should create a forum where a channel partner can do the background check of any employee who joins from another channel partner."

Some of the key initiatives by the channel partners for their employees:

• l Provident fund
• l Insurance
• l Medi-claim policies
• l Holiday encashments
• l Paid-holidays
• l Weekends (some big channel partners)