After extensive discussions with office bearers of AIGETOA and careful consideration of the feedback received from our members across the nation, AIGETOA has decided to stand against the implementation of the People Analytics App, particularly the diary-writing feature.
While we appreciate that management has partially addressed our concerns by delinking the diary-writing requirement from attendance marking, we believe this is not enough. We urge the management to completely put this initiative on hold. The app, contrary to what was initially communicated, does not serve as a simple feedback mechanism. Rather, it appears to be more focused on tracking daily tasks and linking them to APAR (Annual Performance Appraisal Report) achievements. If the management is genuinely interested in understanding employee concerns, we believe the right approach would be to engage in meaningful and constructive dialogue with Associations.
The complete segment of employee workforce do not perceive this app as industry’s best practice as conveyed by management in circulated instructions , but instead they feel that such apps will become a tool of oppressive and suffocating work culture in the organization which reflects in employee actions like mass exodus in recent past . And as an association we truly endorse the perception of the employee workforce. The Immediate priority for BSNL should be to focus on increasing the revenue and growth of BSNL and improving the quality of services by adopting the best practices from industry. The employee of BSNL has always remained committed to the well being of BSNL and to assess this commitment, such type of apps are not needed instead the need is to recognise and endorse the work of employees which has never been done by management anywhere. It was the same BSNL employee work force which kept the company moving in its toughest time by even spending money from their own pockets
If analytical apps are to be deployed, they should be aimed at assessing the performance and output of the critical projects, particularly the ones being executed by external vendors. This would provide more actionable insights than focusing on the daily routines of BSNL employees. Moreover, we believe it is far more essential for BSNL to implement best HR practices that motivate and empower its workforce, rather than burdening employees with yet another task of documenting their daily work.
In light of these concerns, AIGETOA CHQ has resolved that it will not participate in filling out the daily diary. We intend to formally register our protest in due course. Our stance is clear: we would have welcomed this, provided management had first fulfilled its responsibilities toward the workforce. These include, but are not limited to:
1] Proper support in the form of improved resources for day-to-day work.
2] The establishment of a robust mobile and FTTH network.
3] Implementation of the 3rd PRC.
4] Standard pay scales of E2 and E3 for JTOs and JAOs.
5] Resolution of 22820 Pay Loss Issues (22820, E1+5 increments, JE Period)
6] Resolution of JE Period Pay Loss Issues
7] Extension of E1 plus five increments to all the executives recruited/Promoted Post 1.1.2007 as an interim measure
8] 30% Superannuation Benefit (SAB) to all the BSNL recruited and Formation of PRMB trust for BSNL Recruits immediately.
9] Promotions for all eligible employees.
10] Resolution of SDE Reversal Issue
11] Revision of old TA/DA rates immediately.
12] Resolution of 147 Reversal issue.
13] Providing cashless Indoor Treatment to all employees across all circles.
14] Addressing all other long-pending HR concerns.
Until these demands are met, AIGETOA will not endorse or support the use of the People Analytics App.
As an initial step, AIGETOA CHQ has decided not to fill up the daily diary requirement, and we request all employees to stand united and support us in this cause.