Hi vidya
I know how hard to work under a only technical Head. Keep yours self quite and watch. They dont have any clue for the first 6 months. They will be fully autocrate and all the tech people consider HRD as an NON billing resource and they wont listen to our words. You keep a track on wat is going on and have some good relation with other department managers. Catch hold of other dep managers than your head.... in 3 months he will defnitly begin to be on our track. Just say ok ok to your boss. dont fel Insulted or left alone. If you tackled him then you are the strongest one in the company and no one can match you where ever you go.
Senthil
:)
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I know how hard to work under a only technical Head. Keep yours self quite and watch. They dont have any clue for the first 6 months. They will be fully autocrate and all the tech people consider HRD as an NON billing resource and they wont listen to our words. You keep a track on wat is going on and have some good relation with other department managers. Catch hold of other dep managers than your head.... in 3 months he will defnitly begin to be on our track. Just say ok ok to your boss. dont fel Insulted or left alone. If you tackled him then you are the strongest one in the company and no one can match you where ever you go.
Senthil
:)
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Hey, relax ! Not having a boss who is not appreciative of the HR function is not something unusual, although in the past few years, the top management has realised the potential of what a sound HR can deliver to boost the top and bottom lines.
I too have worked in a German multi national and have experienced something like what you are going thru'. I have worked closely with Germans and culturally they are not to HR or OD initiatives. They respect rules and regulations and expect strict compliance and execution. If you are to look at typical HR departments/functions in Germany, they are more 'administrative' and hence, Germans find it difficult to accept that HR has something beyond this to deliver.
If your current boss is still of the old guard, you are a bit unlucky. In all probability, it is his first assignment in India or even Asia. I can say with some amount of certainty that he will soon begin to realise the importance of including HR in decision-making and according them their due credit. Most likely, he will need their assistance in adminstrative matters like statutory compliance adherence in matters pertaining to expatriates (e.g. registration of foreigners etc). He will also require HR help in retaining talent as well hiring top professionals. Unfortunately, this realisation will dawn only after some mistakes are made which adversely affect the results !
Hence, you will have to be patient and continue to build relationships within the organisation. Your boss is likely to be on an assignment for a year or two and is probably upset as many percieve India as a hardship posting ! You could try and get him to meet some senior German managers from other organisations who have been in India for a longer time and they could guide him. It is possible that he has been briefed about working in India and everything told to him may not be complimentary ! Hence, I know that quite a few of them are somewhat 'suspicious' in the beginning but later realise that we (HR) are not as bad as made out to be. You need to understand Germans a bit - for example, NEVER be late for a meeting, stick to the deadline / commitment given by you. If you follow these two golden principles, you should win over your boss !! Look at it as a challenge..... anyone can quit a job and take on another one. What guarantee the next boss (even if Indian) will appreciate HR !!!
Take care and all the best.
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I too have worked in a German multi national and have experienced something like what you are going thru'. I have worked closely with Germans and culturally they are not to HR or OD initiatives. They respect rules and regulations and expect strict compliance and execution. If you are to look at typical HR departments/functions in Germany, they are more 'administrative' and hence, Germans find it difficult to accept that HR has something beyond this to deliver.
If your current boss is still of the old guard, you are a bit unlucky. In all probability, it is his first assignment in India or even Asia. I can say with some amount of certainty that he will soon begin to realise the importance of including HR in decision-making and according them their due credit. Most likely, he will need their assistance in adminstrative matters like statutory compliance adherence in matters pertaining to expatriates (e.g. registration of foreigners etc). He will also require HR help in retaining talent as well hiring top professionals. Unfortunately, this realisation will dawn only after some mistakes are made which adversely affect the results !
Hence, you will have to be patient and continue to build relationships within the organisation. Your boss is likely to be on an assignment for a year or two and is probably upset as many percieve India as a hardship posting ! You could try and get him to meet some senior German managers from other organisations who have been in India for a longer time and they could guide him. It is possible that he has been briefed about working in India and everything told to him may not be complimentary ! Hence, I know that quite a few of them are somewhat 'suspicious' in the beginning but later realise that we (HR) are not as bad as made out to be. You need to understand Germans a bit - for example, NEVER be late for a meeting, stick to the deadline / commitment given by you. If you follow these two golden principles, you should win over your boss !! Look at it as a challenge..... anyone can quit a job and take on another one. What guarantee the next boss (even if Indian) will appreciate HR !!!
Take care and all the best.
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You know vidya main thingh is the mind set up we are. If u think little beat hatke we are means the Human Resourse is the back bone of any organization. It is good that u's previous boss understand the HR Department understand the HR or interested in personal development of each every employee, so he might had give u free hand to develop the organization. In that way some power & authority come to u. In the world every one wants that & looks for that, he/she eligible for it or not. The person is good he/she take his/her effort he/she evaluated one day, it might take some day.
as we are HR fist up all we have to understand the thinghs in and around us. because there are different people you will meet always and you have to takle them.
Don't blame any body for it, as many of our seniors and friends said earlier it might be a great learnig time for u, for the future.
listen Divya for while you have to leave u'r ego, just beave like a mature HR.
I am not agree that you should tell or mail to your tom most management person. Because some day might be this boss will give a certificate.
In my opinion first understand to u'r boss or senior person, and try to know what exactly he/she wants, plz ignore for some time what is going on in your organization, but analyse the thingh your own, take the record with u.
Support all the department or seniors as they are recruit people for them. and make letters for them and in the time of giving appointment letter to the new employees, (plz try to understood every point see their mood). donot deny to make letters. If u realy love u'r prfeesion, be patient & cool and understand the situation & understand the situation.
Ultimately if u see all the decission are come through the HR Department from the Top mangement to other. make feel u'r boss that he is right and support him/her. Do what he/she ask u. Some time u keep quite & open u'r mouth very less and where u think he/she little beat agree with u'r point try to tell him/her it is the best.
you will see , you will get his/her confident and you can use all your skills, might be it is slow process. if we could not understand or motivate our boss we could not do any thingh. Do not be very emotional, behave like a professional, plz see the movie corporate as many time you can.
and you will be the winer
regards
From India, New Delhi
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11as we are HR fist up all we have to understand the thinghs in and around us. because there are different people you will meet always and you have to takle them.
Don't blame any body for it, as many of our seniors and friends said earlier it might be a great learnig time for u, for the future.
listen Divya for while you have to leave u'r ego, just beave like a mature HR.
I am not agree that you should tell or mail to your tom most management person. Because some day might be this boss will give a certificate.
In my opinion first understand to u'r boss or senior person, and try to know what exactly he/she wants, plz ignore for some time what is going on in your organization, but analyse the thingh your own, take the record with u.
Support all the department or seniors as they are recruit people for them. and make letters for them and in the time of giving appointment letter to the new employees, (plz try to understood every point see their mood). donot deny to make letters. If u realy love u'r prfeesion, be patient & cool and understand the situation & understand the situation.
Ultimately if u see all the decission are come through the HR Department from the Top mangement to other. make feel u'r boss that he is right and support him/her. Do what he/she ask u. Some time u keep quite & open u'r mouth very less and where u think he/she little beat agree with u'r point try to tell him/her it is the best.
you will see , you will get his/her confident and you can use all your skills, might be it is slow process. if we could not understand or motivate our boss we could not do any thingh. Do not be very emotional, behave like a professional, plz see the movie corporate as many time you can.
and you will be the winer
regards
From India, New Delhi
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Hi,
It is quite a common feeling when we notice a slight difference in the importance given to old and new individuals. Be calm and wait for the opportunity to showcase the significance of you and the HR department. Be prepared to face more challenges where you will undoubtedly excel.
All the very best!
From India, Bangalore
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It is quite a common feeling when we notice a slight difference in the importance given to old and new individuals. Be calm and wait for the opportunity to showcase the significance of you and the HR department. Be prepared to face more challenges where you will undoubtedly excel.
All the very best!
From India, Bangalore
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This post is one year old, and I do not know whether the same situation continues. We will be too glad to get feedback from the author of this post a year back.
I have just one observation to make:
The post started by Vidya addresses the Importance of the HR Department and not about HR Process. I liked Ash's contribution wherein he has specified about approaching the boss to find out what changes he wants in the processes.
HR people should appreciate one aspect – they don't decide; they facilitate. If you are in a deciding mode about people in different departments, then you will face the problem as faced by Vidya. If you are in a facilitating mode, people will come to you. Please understand the difference. Would you like someone else making a decision on a person reporting to you? We don't. Similarly, others like to make decisions on their people. HR's success depends on how effectively we frame and design processes to bring in uniformity across the organization in handling and managing people rather than managing people itself.
Thanks,
Sivasankaran
From India, Chennai
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I have just one observation to make:
The post started by Vidya addresses the Importance of the HR Department and not about HR Process. I liked Ash's contribution wherein he has specified about approaching the boss to find out what changes he wants in the processes.
HR people should appreciate one aspect – they don't decide; they facilitate. If you are in a deciding mode about people in different departments, then you will face the problem as faced by Vidya. If you are in a facilitating mode, people will come to you. Please understand the difference. Would you like someone else making a decision on a person reporting to you? We don't. Similarly, others like to make decisions on their people. HR's success depends on how effectively we frame and design processes to bring in uniformity across the organization in handling and managing people rather than managing people itself.
Thanks,
Sivasankaran
From India, Chennai
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Hi to all,
I have read all the comments and the situation regarding Vidhya's problem. However, if senior management does the same, then where should we go? With me, the situation is like this: our department does not have an HR manager. The department is being handled by the admin head, and the HR team has been distributed across different projects (working in an IT company). My IT managers say I am not an HR, I am a recruiter. Can anyone tell them that a person who has completed a full-time MBA in HR is handling grievances, helping employees in finance, but the core part is IT recruitment, and it all falls under HR... :(
My question is: how can HR come out of the hands of IT managers? I gave up because of this situation where HR has been managed by other department heads, and as a result, our two managers resigned. Now, what about the HR team?
From India, Delhi
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I have read all the comments and the situation regarding Vidhya's problem. However, if senior management does the same, then where should we go? With me, the situation is like this: our department does not have an HR manager. The department is being handled by the admin head, and the HR team has been distributed across different projects (working in an IT company). My IT managers say I am not an HR, I am a recruiter. Can anyone tell them that a person who has completed a full-time MBA in HR is handling grievances, helping employees in finance, but the core part is IT recruitment, and it all falls under HR... :(
My question is: how can HR come out of the hands of IT managers? I gave up because of this situation where HR has been managed by other department heads, and as a result, our two managers resigned. Now, what about the HR team?
From India, Delhi
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