Dear All,
I am looking for straightforward, unbiased opinions on this topic.
BACKGROUND:
I am an entrepreneur running a 50 crore manufacturing and trading unit employing about 70 staff and 100 workers. It was a family-run setup with the MD making all HR and salary decisions and having direct access to most senior staff.
Three years ago, we decided to create an HR department as we felt a growing company needed it. We hired an experienced HR manager and an assistant.
My question is:
After three years - while we have been able to streamline many of the policies in the company and also streamlined channels of communication - our HR manager is almost universally disliked by the majority of the staff. The manager attributes this fact to the cause that she has to implement all the disciplinary policies of the company (late coming, deductions, limits on loans, etc.).
In general, we are a relatively relaxed, profitable company and provide regular minimum 10-12% annual increments to all staff besides good facilities.
My question is - is it normal for the HR department and HR manager to be generally disliked by most people in the company? We have no experience with this, so I am asking this question. Please share your views.
Thanks - Andy
From India, Ludhiana
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I am looking for straightforward, unbiased opinions on this topic.
BACKGROUND:
I am an entrepreneur running a 50 crore manufacturing and trading unit employing about 70 staff and 100 workers. It was a family-run setup with the MD making all HR and salary decisions and having direct access to most senior staff.
Three years ago, we decided to create an HR department as we felt a growing company needed it. We hired an experienced HR manager and an assistant.
My question is:
After three years - while we have been able to streamline many of the policies in the company and also streamlined channels of communication - our HR manager is almost universally disliked by the majority of the staff. The manager attributes this fact to the cause that she has to implement all the disciplinary policies of the company (late coming, deductions, limits on loans, etc.).
In general, we are a relatively relaxed, profitable company and provide regular minimum 10-12% annual increments to all staff besides good facilities.
My question is - is it normal for the HR department and HR manager to be generally disliked by most people in the company? We have no experience with this, so I am asking this question. Please share your views.
Thanks - Andy
From India, Ludhiana
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This is something called RESISTANCE TO CHANGE, and this behavior is normal of the people. The people feel like the HR is creating a gap or distance between them and the employer.
Here in this case, I would prefer the employer should make sure to keep their faith in them and make them understand that HR is part of the growing responsibilities in the company and not to play a hindrance role in the organization.
From India, Mumbai
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55Here in this case, I would prefer the employer should make sure to keep their faith in them and make them understand that HR is part of the growing responsibilities in the company and not to play a hindrance role in the organization.
From India, Mumbai
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Dear,
As mentioned by one of the friends above, it's just resistance towards change. The main thing you have to do is keep a balance between the HR team and other staff. You can directly talk with the staff if possible and explain the advantages of the HR Department to them. Also, in the future, if any employee comes with a problem directly to you, redirect the employee to the HR department and make necessary arrangements to smoothly solve the problem. By making such small changes, your staff will gradually feel more comfortable with the HR department.
Regards and Thanks,
Sajith Kumar K 09768765593
From India, Mumbai
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As mentioned by one of the friends above, it's just resistance towards change. The main thing you have to do is keep a balance between the HR team and other staff. You can directly talk with the staff if possible and explain the advantages of the HR Department to them. Also, in the future, if any employee comes with a problem directly to you, redirect the employee to the HR department and make necessary arrangements to smoothly solve the problem. By making such small changes, your staff will gradually feel more comfortable with the HR department.
Regards and Thanks,
Sajith Kumar K 09768765593
From India, Mumbai
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Dear Prince,
I agree with Yaasmin and Sajith Kumar. It's really like resistance towards change. You always create importance for HR and showcase the benefits and services provided by HR. However, everywhere, most employees feel that HR is creating a gap or distance between them and the employer.
Dear Prince, if you emphasize the importance of HR for some time, gradually your staff will feel more comfortable with HR.
From India, Bangalore
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I agree with Yaasmin and Sajith Kumar. It's really like resistance towards change. You always create importance for HR and showcase the benefits and services provided by HR. However, everywhere, most employees feel that HR is creating a gap or distance between them and the employer.
Dear Prince, if you emphasize the importance of HR for some time, gradually your staff will feel more comfortable with HR.
From India, Bangalore
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But its been three years....isnt that a long time for these things to get settled down ? tks.
From India, Ludhiana
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From India, Ludhiana
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Dear Andy,
I am not an HR expert. However, I have worked in a number of organizations and can tell you that the HR department has not been seen in that light by all the staff. But all the organizations that I have worked for had an HR department that was well established for years. Part of the answer is in your message. Let me ask for clarification at the outset. Please tell us, what is the reaction of the workers to the HR department?
Like others have suggested, whenever a change is introduced that reduces the informal contact system (previously, "MD making all HR and salary decisions and with direct access to most senior staff," according to you) that existed, people feel that their importance is reduced. Also, when informality has to give way for formal rules and procedures, the decision-making time increases, and that can be frustrating.
Have a nice day.
Simhan
A retired academic in the UK.
From United Kingdom
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I am not an HR expert. However, I have worked in a number of organizations and can tell you that the HR department has not been seen in that light by all the staff. But all the organizations that I have worked for had an HR department that was well established for years. Part of the answer is in your message. Let me ask for clarification at the outset. Please tell us, what is the reaction of the workers to the HR department?
Like others have suggested, whenever a change is introduced that reduces the informal contact system (previously, "MD making all HR and salary decisions and with direct access to most senior staff," according to you) that existed, people feel that their importance is reduced. Also, when informality has to give way for formal rules and procedures, the decision-making time increases, and that can be frustrating.
Have a nice day.
Simhan
A retired academic in the UK.
From United Kingdom
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Andy, Interesting question. I do feel that the HR needs to express its objective approach and should have sufficient management support to 'market' their role in a more positive way.
From United States, Daphne
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From United States, Daphne
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Hi Andy,
With reference to your query on HR manager being disliked by the employees due to implementing policies and procedures, my suggestions are:
• Let HR Manager or HR personnel interact more with employees at all levels of management.
• HR Department shall conduct an effective induction and orientation program for new joining employees, make this program fun-filled and exciting, as newcomers would expect.
• Organize team-building activities involving HR personnel; this will help create bonding between departments in the company, such as Administration, Finance, Productions, Marketing, and even top management.
• Organize Picnics, Excursions, Annual Dinner Parties with families, etc., allow social interaction between all departments not only production and HR. These activities incur a cost, but if you see the advantage in employee morale and liking towards the company.
• HR Department shall convey memos, messages, orders, announcements in a polite, subtle, and a little humorous way wherever applicable so that HR Department is not seen as the strict headmaster of the school.
• Employee grievances and issues shall be dealt with politeness and promptness. Once a few problems are solved by HR, employees will develop trust and liking towards the HR Department.
These are a few suggestions that come to my mind. I hope these are helpful.
Best Wishes,
Hussain
From Kuwait, Salmiya
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With reference to your query on HR manager being disliked by the employees due to implementing policies and procedures, my suggestions are:
• Let HR Manager or HR personnel interact more with employees at all levels of management.
• HR Department shall conduct an effective induction and orientation program for new joining employees, make this program fun-filled and exciting, as newcomers would expect.
• Organize team-building activities involving HR personnel; this will help create bonding between departments in the company, such as Administration, Finance, Productions, Marketing, and even top management.
• Organize Picnics, Excursions, Annual Dinner Parties with families, etc., allow social interaction between all departments not only production and HR. These activities incur a cost, but if you see the advantage in employee morale and liking towards the company.
• HR Department shall convey memos, messages, orders, announcements in a polite, subtle, and a little humorous way wherever applicable so that HR Department is not seen as the strict headmaster of the school.
• Employee grievances and issues shall be dealt with politeness and promptness. Once a few problems are solved by HR, employees will develop trust and liking towards the HR Department.
These are a few suggestions that come to my mind. I hope these are helpful.
Best Wishes,
Hussain
From Kuwait, Salmiya
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You should have allowed him to settle down with implementing policies on employee engagement and benefits and getting acquainted with the people systems. He/she should have been given a chance to build an interpersonal relationship with the employees and win the confidence of the employees before implementing policies on discipline. I would suggest that he should now be empowered to make unbiased decisions on day-to-day manpower movement, settlement of grievances at the root level, etc.
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Why does the HR department have to be disliked? If they start disliking, they can even dislike marketing, finance, taxation, etc. Liking or disliking only comes when there is an embargo on getting things done in their favor, and whoever seems to be in their way would be perceived as a hindrance.
My company is also a closely held company. Until recently, i.e., up to the year 2005-2006, there was no HR department. We came and set up the department, initiated certain policies, and procedures. Earlier, each and every single recruitment was done under the supervision of the MD and top management. As the company grows, it is not possible for them to concentrate on these issues, and therefore, such a department is established.
The HR department ideally must function as a bridge between the employees and management. They must address the genuine issues of employees and address the issues that deviate from the system. No one should work for people but work for the organization. When you initiate a policy, some people may benefit, and others may be affected. It is not possible to keep everyone happy.
In your case, I feel you are going in the right direction.
Balaji
From India, Madras
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My company is also a closely held company. Until recently, i.e., up to the year 2005-2006, there was no HR department. We came and set up the department, initiated certain policies, and procedures. Earlier, each and every single recruitment was done under the supervision of the MD and top management. As the company grows, it is not possible for them to concentrate on these issues, and therefore, such a department is established.
The HR department ideally must function as a bridge between the employees and management. They must address the genuine issues of employees and address the issues that deviate from the system. No one should work for people but work for the organization. When you initiate a policy, some people may benefit, and others may be affected. It is not possible to keep everyone happy.
In your case, I feel you are going in the right direction.
Balaji
From India, Madras
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