Hi all,
My problem is, I am in HR and the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company, or they may stop work if he goes against them.
The grading and structure are not according to standards. I have repeatedly told them that we have to change the designations according to global standards, but there has been no action. They always hesitate.
Being HR, I should be given a cabin for employee privacy and to conduct interviews, etc., but no such thing exists.
Employees still go and tell their problems to the people who brought them to the company.
Experience certificates and relieving letters are still given by senior management.
Recruitment happens without the knowledge of the Managing Director and HR.
Though HR conveys a new joinee to come and join on a certain date, they still bring the referred employee early with a recommendation.
I have made all HR policies and showed them to the MD and CEO, but they are not ready to implement them.
Any corporate party to be arranged is still assigned to some finance personnel.
I seriously feel nobody does their work.
I was also tasked with project management, but how can I plan and do follow-ups unless the technical head schedules the project?
Now I have been asked to take care of inventory management and procurement.
They keep me unaware of all happenings at the company. The company is in a highly polluted area, and because of that, my health is deteriorating.
I have the potential to achieve a lot in HR; I was well praised and appraised in my previous company, but being here, I feel I am missing out on learning opportunities.
GUIDE ME, please help me out.
Rajee
From United States, Englewood
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1My problem is, I am in HR and the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company, or they may stop work if he goes against them.
The grading and structure are not according to standards. I have repeatedly told them that we have to change the designations according to global standards, but there has been no action. They always hesitate.
Being HR, I should be given a cabin for employee privacy and to conduct interviews, etc., but no such thing exists.
Employees still go and tell their problems to the people who brought them to the company.
Experience certificates and relieving letters are still given by senior management.
Recruitment happens without the knowledge of the Managing Director and HR.
Though HR conveys a new joinee to come and join on a certain date, they still bring the referred employee early with a recommendation.
I have made all HR policies and showed them to the MD and CEO, but they are not ready to implement them.
Any corporate party to be arranged is still assigned to some finance personnel.
I seriously feel nobody does their work.
I was also tasked with project management, but how can I plan and do follow-ups unless the technical head schedules the project?
Now I have been asked to take care of inventory management and procurement.
They keep me unaware of all happenings at the company. The company is in a highly polluted area, and because of that, my health is deteriorating.
I have the potential to achieve a lot in HR; I was well praised and appraised in my previous company, but being here, I feel I am missing out on learning opportunities.
GUIDE ME, please help me out.
Rajee
From United States, Englewood
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Hi Rajee,
I am facing the same problem and I have only one option - to look for a new employer. I believe you are a very soft-spoken and sensitive person, just like me, and I think this is why we are facing such issues. As an HR professional, one should be strong, but I believe you have a slight advantage as your uncle is the chairman. You could conduct a survey on rival companies in your industry, study their work patterns, and then present the findings to your uncle. You need to make him believe in you if he wants the business to succeed. Try to build confidence with key individuals as well.
Harshada
---
Hi all,
My problem is that I work in HR, but I am the only one, and I am not given the opportunity to implement HR activities in the company. The company belongs to my uncle, but he is not in India and he tends to favor the senior management in India, possibly out of fear of losing the company or disrupting work. Here are some issues I have encountered:
1. The grading and structure do not meet global standards despite my recommendations.
2. I lack a private space for conducting interviews.
3. Employees still confide in individuals who referred them to the company.
4. Senior management issues experience certificates and relieving letters.
5. Recruitment occurs without involving the MD and HR.
6. New joiners are often brought in earlier with recommendations.
7. HR policies I have created are not being implemented.
8. Corporate events are managed by finance personnel.
9. I feel like nobody is fulfilling their responsibilities.
I have the potential to excel in HR, as I received recognition in my previous company. However, I am losing out on learning opportunities in my current role. I am also being tasked with inventory management and procurement, which is beyond my HR role.
The company's location in a highly polluted area is affecting my health. I seek guidance and assistance.
Rajee
Please help me out.
From India, Pune
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I am facing the same problem and I have only one option - to look for a new employer. I believe you are a very soft-spoken and sensitive person, just like me, and I think this is why we are facing such issues. As an HR professional, one should be strong, but I believe you have a slight advantage as your uncle is the chairman. You could conduct a survey on rival companies in your industry, study their work patterns, and then present the findings to your uncle. You need to make him believe in you if he wants the business to succeed. Try to build confidence with key individuals as well.
Harshada
---
Hi all,
My problem is that I work in HR, but I am the only one, and I am not given the opportunity to implement HR activities in the company. The company belongs to my uncle, but he is not in India and he tends to favor the senior management in India, possibly out of fear of losing the company or disrupting work. Here are some issues I have encountered:
1. The grading and structure do not meet global standards despite my recommendations.
2. I lack a private space for conducting interviews.
3. Employees still confide in individuals who referred them to the company.
4. Senior management issues experience certificates and relieving letters.
5. Recruitment occurs without involving the MD and HR.
6. New joiners are often brought in earlier with recommendations.
7. HR policies I have created are not being implemented.
8. Corporate events are managed by finance personnel.
9. I feel like nobody is fulfilling their responsibilities.
I have the potential to excel in HR, as I received recognition in my previous company. However, I am losing out on learning opportunities in my current role. I am also being tasked with inventory management and procurement, which is beyond my HR role.
The company's location in a highly polluted area is affecting my health. I seek guidance and assistance.
Rajee
Please help me out.
From India, Pune
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Hi Harsha,
I am soft in nature, but despite being my uncle chairman, I too don't feel any advantage. Although I speak the truth, he feels that I am criticizing them, considering they have been in the company for the last 4 years.
Please let me know your personal email id.
Rajee
From United States, Englewood
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I am soft in nature, but despite being my uncle chairman, I too don't feel any advantage. Although I speak the truth, he feels that I am criticizing them, considering they have been in the company for the last 4 years.
Please let me know your personal email id.
Rajee
From United States, Englewood
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Hi Rajee,
I understand your problem and there are some advantages as well as some disadvantages since your uncle is the chairperson. You need to collect solid evidence or proof that you can show to your uncle. If he still supports the other members, then I would suggest you consider looking for a job change. Otherwise, you may lose your confidence and also affect your health.
Regards,
Ajitha
From India, Delhi
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I understand your problem and there are some advantages as well as some disadvantages since your uncle is the chairperson. You need to collect solid evidence or proof that you can show to your uncle. If he still supports the other members, then I would suggest you consider looking for a job change. Otherwise, you may lose your confidence and also affect your health.
Regards,
Ajitha
From India, Delhi
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Dear Rajee,
Greetings!
My problem is, I am in HR, and the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company, or they may stop work if he goes against them.
Ask your uncle to visit regularly to your office. It may help to some extent.
The grading and structure are not according to standards. I repeatedly told them that we have to change the designations according to global standards, but no action is taken; they always hesitate.
Since your views are not accepted, bend to the management (if you can).
Being HR, I should be given a cabin for employee privacy and to conduct interviews, etc., but no such thing is provided.
These are non-mandatory things. Since you have skills and willpower, you can prove yourself without these things. Hopefully, for employee records, there will be a separate room. If not, you can ask for that.
Employees still go and tell their problems to the people who brought them into the company.
Because of this, what problem are you facing? Don't get involved in gossip or backdoor speaking. Look forward in your work. You will succeed.
Experience certificates and relieving letters are still given by senior management.
If they are equal to MD & CEO or Branch Manager, then they can and have the right to issue these certificates.
Recruitment happens without the knowledge of MD & HR.
You can ask your uncle to frame a MANPOWER BUDGET & MANPOWER UTILIZATION. Through this, recruitment details will be informed to HR or MD.
Though HR conveys a new joinee to come and join on a certain date, he still brings the referred employee and with his recommendation, he joins early.
I made all HR policies and showed them to MD & CEO, but they are not ready to implement.
Frame HR policies according to their wish, or else you can ask your uncle for REENGINEERING.
Any corporate party to be arranged is still told to some finance fellow.
What is the necessity of a corporate party?
This is my perception.
Regards,
John N
From India, Madras
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Greetings!
My problem is, I am in HR, and the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company, or they may stop work if he goes against them.
Ask your uncle to visit regularly to your office. It may help to some extent.
The grading and structure are not according to standards. I repeatedly told them that we have to change the designations according to global standards, but no action is taken; they always hesitate.
Since your views are not accepted, bend to the management (if you can).
Being HR, I should be given a cabin for employee privacy and to conduct interviews, etc., but no such thing is provided.
These are non-mandatory things. Since you have skills and willpower, you can prove yourself without these things. Hopefully, for employee records, there will be a separate room. If not, you can ask for that.
Employees still go and tell their problems to the people who brought them into the company.
Because of this, what problem are you facing? Don't get involved in gossip or backdoor speaking. Look forward in your work. You will succeed.
Experience certificates and relieving letters are still given by senior management.
If they are equal to MD & CEO or Branch Manager, then they can and have the right to issue these certificates.
Recruitment happens without the knowledge of MD & HR.
You can ask your uncle to frame a MANPOWER BUDGET & MANPOWER UTILIZATION. Through this, recruitment details will be informed to HR or MD.
Though HR conveys a new joinee to come and join on a certain date, he still brings the referred employee and with his recommendation, he joins early.
I made all HR policies and showed them to MD & CEO, but they are not ready to implement.
Frame HR policies according to their wish, or else you can ask your uncle for REENGINEERING.
Any corporate party to be arranged is still told to some finance fellow.
What is the necessity of a corporate party?
This is my perception.
Regards,
John N
From India, Madras
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Ans: Ask your uncle to visit regularly to your office. It may help to some extent.
My uncle is in the US. When he comes, he is busy looking at Product Development Process. The senior management has a strong base; my uncle had pampered them so much that now, they resist any change.
Ans: Since your views are not accepted, bend to the management (if you can).
Being HR, I should have a cabin for employee privacy and to conduct interviews, etc., but there is no such provision.
Ans: These are non-mandatory things. Since you have skills and willpower, you can prove yourself without these things. Hopefully, there will be a separate room for employee records. If not, you can ask for one.
We don't have the infrastructure for a separate room, and I don't even have the authority to reject a candidate if their attitude is not good.
Employees still go and tell their problems to the people who brought them to the company.
Ans: Because of this, what problems are you facing? Don't engage in gossip or backdoor conversations. Look forward in your work. You will succeed.
Experience certificates and relieving letters are still issued by senior management.
Ans: If they are equal to MD & CEO or Branch Manager, then they can and have the right to issue these certificates.
The senior management is not equal to MD or CEO. Additionally, project trainees come without my knowledge, and these senior managers have worked in good companies. They have an idea of HR activities but still don't want me to be involved as they feel their control is at stake.
Recruitment happens without the knowledge of the MD & HR.
Ans: You can ask your uncle to frame MANPOWER BUDGET & MANPOWER UTILIZATION. Through this, recruitment details will be informed to HR or MD.
I am planning to send the recruitment procedure to all by email. Please let me know how to prepare MANPOWER BUDGET & MANPOWER UTILIZATION.
Though HR conveys to a new joiner to come and join on a certain date, still, he brings the referred employee and with his recommendation, he joins early.
No answer for this—the new joiner comes and joins as it is auspicious for him.
I made all HR policies and showed them to MD & CEO, but they are not ready to implement.
Ans: Frame HR Policies according to their wish, or else you can ask your uncle for REENGINEERING.
I am also in the same process, but he will again ask me to go according to senior management at the office, and it becomes a vicious circle.
Any corporate party to be arranged is still told to some finance fellow.
Ans: What is the necessity of a corporate party?
Whenever my uncle comes, at the end of his tour, he arranges a party.
John should look for another job.
From United States, Englewood
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My uncle is in the US. When he comes, he is busy looking at Product Development Process. The senior management has a strong base; my uncle had pampered them so much that now, they resist any change.
Ans: Since your views are not accepted, bend to the management (if you can).
Being HR, I should have a cabin for employee privacy and to conduct interviews, etc., but there is no such provision.
Ans: These are non-mandatory things. Since you have skills and willpower, you can prove yourself without these things. Hopefully, there will be a separate room for employee records. If not, you can ask for one.
We don't have the infrastructure for a separate room, and I don't even have the authority to reject a candidate if their attitude is not good.
Employees still go and tell their problems to the people who brought them to the company.
Ans: Because of this, what problems are you facing? Don't engage in gossip or backdoor conversations. Look forward in your work. You will succeed.
Experience certificates and relieving letters are still issued by senior management.
Ans: If they are equal to MD & CEO or Branch Manager, then they can and have the right to issue these certificates.
The senior management is not equal to MD or CEO. Additionally, project trainees come without my knowledge, and these senior managers have worked in good companies. They have an idea of HR activities but still don't want me to be involved as they feel their control is at stake.
Recruitment happens without the knowledge of the MD & HR.
Ans: You can ask your uncle to frame MANPOWER BUDGET & MANPOWER UTILIZATION. Through this, recruitment details will be informed to HR or MD.
I am planning to send the recruitment procedure to all by email. Please let me know how to prepare MANPOWER BUDGET & MANPOWER UTILIZATION.
Though HR conveys to a new joiner to come and join on a certain date, still, he brings the referred employee and with his recommendation, he joins early.
No answer for this—the new joiner comes and joins as it is auspicious for him.
I made all HR policies and showed them to MD & CEO, but they are not ready to implement.
Ans: Frame HR Policies according to their wish, or else you can ask your uncle for REENGINEERING.
I am also in the same process, but he will again ask me to go according to senior management at the office, and it becomes a vicious circle.
Any corporate party to be arranged is still told to some finance fellow.
Ans: What is the necessity of a corporate party?
Whenever my uncle comes, at the end of his tour, he arranges a party.
John should look for another job.
From United States, Englewood
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Dear Rajee,
Greetings!
Wherever you go, there will be problems. Since you are in HR, try to address the issues rather than avoid them. Don't lose hope. It's okay to look for another job, but you have to prove yourself before leaving the company.
If your company is recruiting candidates for a project, ask the concerned project manager to provide information on how the candidates will be utilized.
I want to emphasize that corporate parties are not mandatory. Instead, consider organizing special meetings, conducting training and development sessions, etc., to motivate the employees.
Regards,
JohnN
From India, Madras
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Greetings!
Wherever you go, there will be problems. Since you are in HR, try to address the issues rather than avoid them. Don't lose hope. It's okay to look for another job, but you have to prove yourself before leaving the company.
If your company is recruiting candidates for a project, ask the concerned project manager to provide information on how the candidates will be utilized.
I want to emphasize that corporate parties are not mandatory. Instead, consider organizing special meetings, conducting training and development sessions, etc., to motivate the employees.
Regards,
JohnN
From India, Madras
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Hi Rajee,
Don't get upset.
Seeing the issues you have mentioned, I feel that maybe you need to interact much more with all your employees. HR doesn't always mean making policies; you need to be employee-friendly. Perhaps the employees are accustomed to expressing their grievances in front of their reporting managers, making them hesitant to do so in front of you. If they are comfortable with you, they may start coming to you.
Additionally, you mentioned that there is no separate cabin for interview purposes. It may not be necessary to provide one. Take the candidate to the cafeteria if there is one, or to any place you are comfortable with.
If the experience letter or any such letters are given by senior management, ensure it is done in front of you or through you.
Start involving yourself in such activities instead of wondering why they are not coming to you. Pursue things until they come under your control.
As you are the only HR person in your company, you do not have to compete with fellow HR employees. In contrast, imagine in MNCs where there are numerous HRs; you will encounter significant competition, and no one will let such opportunities slip away.
Be proactive and include yourself in things. Then you will see that everything falls into place as you desired.
Regards,
Roopa
From India, Bangalore
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Don't get upset.
Seeing the issues you have mentioned, I feel that maybe you need to interact much more with all your employees. HR doesn't always mean making policies; you need to be employee-friendly. Perhaps the employees are accustomed to expressing their grievances in front of their reporting managers, making them hesitant to do so in front of you. If they are comfortable with you, they may start coming to you.
Additionally, you mentioned that there is no separate cabin for interview purposes. It may not be necessary to provide one. Take the candidate to the cafeteria if there is one, or to any place you are comfortable with.
If the experience letter or any such letters are given by senior management, ensure it is done in front of you or through you.
Start involving yourself in such activities instead of wondering why they are not coming to you. Pursue things until they come under your control.
As you are the only HR person in your company, you do not have to compete with fellow HR employees. In contrast, imagine in MNCs where there are numerous HRs; you will encounter significant competition, and no one will let such opportunities slip away.
Be proactive and include yourself in things. Then you will see that everything falls into place as you desired.
Regards,
Roopa
From India, Bangalore
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Roopa & John,
Everything was fine when I was in my old company. I am very employee-friendly. Let me tell you, employees from my previous company still call me to share their problems or ask for suggestions. I am not upset. I have tried hard to interact with employees, but only one team is reluctant. Not only me, but every employee has a problem, and the entire company knows about it (even senior management and top management), yet no action has been taken. Yes, I had one restriction that I would prepare the letter and the MD would approve it, but I still feel there are some loopholes, and no one has mentioned the old things I used to do, like procurement, etc. I need suggestions.
From United States, Englewood
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Everything was fine when I was in my old company. I am very employee-friendly. Let me tell you, employees from my previous company still call me to share their problems or ask for suggestions. I am not upset. I have tried hard to interact with employees, but only one team is reluctant. Not only me, but every employee has a problem, and the entire company knows about it (even senior management and top management), yet no action has been taken. Yes, I had one restriction that I would prepare the letter and the MD would approve it, but I still feel there are some loopholes, and no one has mentioned the old things I used to do, like procurement, etc. I need suggestions.
From United States, Englewood
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Hi,
This is a common problem that any growing company faces. Instead of complaining or worrying about things, work on it at the root level. Understand how Senior Managers work and try to help them from an HR perspective. Any management team will typically trust the Technical team first. Building trust takes time. There are always alternative ways to approach people. Just be open and accept what is offered to you. If you have specific challenges, feel free to write to me, and I will be able to suggest solutions.
Regards,
Vijayakumar
From India, Coimbatore
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This is a common problem that any growing company faces. Instead of complaining or worrying about things, work on it at the root level. Understand how Senior Managers work and try to help them from an HR perspective. Any management team will typically trust the Technical team first. Building trust takes time. There are always alternative ways to approach people. Just be open and accept what is offered to you. If you have specific challenges, feel free to write to me, and I will be able to suggest solutions.
Regards,
Vijayakumar
From India, Coimbatore
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Dear Rajee,
Your problem is quite common to all HR professionals in small to middle-level organizations. I am also the sole HR representative in my company and joined here 2 years ago. The issues you are facing were the same in my case.
However, I tried my best to change the mindset of both old employees and management by first understanding their way of working and their needs. Recruitment can be the best way to satisfy them. In urgent situations, instead of following old procedures, try implementing new ideas to attract the right candidates. Providing the best resources will help regain their trust in you.
Regarding the issue of a separate cabin, I have not been provided with one either. I use the conference hall or request a manager for a few hours to use their cabin. I have never encountered any issues while using another cabin or the meeting hall. It all depends on how well you interact with people.
We have more than 5 to 6 branch offices with a total of 250 employees. The best part is that my employees are more open with me than with the management. This is not because they are afraid of management but because I am very friendly with them.
As for policy implementation, I faced similar challenges. I started sharing my ideas gradually, ensuring the policies were beneficial for both management and employees. Now, we hardly encounter any issues during implementation.
In conclusion, problems are common everywhere, but we must overcome them with our efforts. Always try to "strike while the iron is hot," only then can you shape a solution.
Suchi
From India, Kochi
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Your problem is quite common to all HR professionals in small to middle-level organizations. I am also the sole HR representative in my company and joined here 2 years ago. The issues you are facing were the same in my case.
However, I tried my best to change the mindset of both old employees and management by first understanding their way of working and their needs. Recruitment can be the best way to satisfy them. In urgent situations, instead of following old procedures, try implementing new ideas to attract the right candidates. Providing the best resources will help regain their trust in you.
Regarding the issue of a separate cabin, I have not been provided with one either. I use the conference hall or request a manager for a few hours to use their cabin. I have never encountered any issues while using another cabin or the meeting hall. It all depends on how well you interact with people.
We have more than 5 to 6 branch offices with a total of 250 employees. The best part is that my employees are more open with me than with the management. This is not because they are afraid of management but because I am very friendly with them.
As for policy implementation, I faced similar challenges. I started sharing my ideas gradually, ensuring the policies were beneficial for both management and employees. Now, we hardly encounter any issues during implementation.
In conclusion, problems are common everywhere, but we must overcome them with our efforts. Always try to "strike while the iron is hot," only then can you shape a solution.
Suchi
From India, Kochi
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Hi Rajee,
I can completely understand your situation as even I have been through it. But you need to understand that you have to portray yourself as a very strong person. At times, use a little aggression.
In my company, there was a trend where the MD and Head of Projects were the heart and soul of the company. All the HR activities were handled by them, right from recruitment to the exit of an employee. But I had to explain to them that it cannot work that way anymore because now they have hired a person to take care of those activities. And that I would not tolerate any unnecessary interference into MY JOB PROFILE.
I suggest you raise questions like: What is my Job Description? What are my authorities? If they have people to do HR jobs (like recruitment, etc.), then what have they hired you for? Demand an answer from them. Make them realize that they are becoming obstacles in your career growth and hampering your learning curve.
The way you approach them is totally up to you.
All the best. Neeta.
From India, Mumbai
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I can completely understand your situation as even I have been through it. But you need to understand that you have to portray yourself as a very strong person. At times, use a little aggression.
In my company, there was a trend where the MD and Head of Projects were the heart and soul of the company. All the HR activities were handled by them, right from recruitment to the exit of an employee. But I had to explain to them that it cannot work that way anymore because now they have hired a person to take care of those activities. And that I would not tolerate any unnecessary interference into MY JOB PROFILE.
I suggest you raise questions like: What is my Job Description? What are my authorities? If they have people to do HR jobs (like recruitment, etc.), then what have they hired you for? Demand an answer from them. Make them realize that they are becoming obstacles in your career growth and hampering your learning curve.
The way you approach them is totally up to you.
All the best. Neeta.
From India, Mumbai
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Hi Rajee,
Your first problem is that your uncle is the Chairman of the company. Look at it from a different angle. As far as he is concerned, he is out of the country, and the management in the company was delivering results to him. You joined and wanted to make some changes. If you were in his position, would you accept it? Let me tell you, you have to hard sell your ideas to him. You tend to believe that as he is your uncle, he will have to do what you believe is best for his company. No, he will do what he believes is best. Have you not seen that many times, in sales, it is your friends and relatives who will not budge to your ideas? This is only because you have taken them for granted that they would accept your ideas immediately. So, Rajee, no shortcut; you will have to convince your Chairman with solid facts, and not just because he is your uncle.
Secondly, consider the top management of your company and now think about yourself. They were in a paradise of their own, managing the company as if it were their own. Now that you, the niece of the Chairman, have joined the group, what for? To report to your uncle behind their backs (that is what they would think). They might try to professionally harass you (the most unprofessional act). They will not include you in any decisions they make. They might encroach into your area of work. The only reason is they want you out, as you are a 'pain' for them. This is the time you should not lose heart and leave. Here again, you should use your salesmanship. Win them over with your attitude, being helpful, supportive, motivating employees, and make them feel that you are one among them. Once they accept you, you will get a cabin, your views will be implemented, and you will be happy working for the company. Then, it will be very easy for you and your uncle to implement the professionalism that you are looking for.
Win them over with your heart.
Come on, you can do it. Wish you the very best.
Warm regards,
CM Raj
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Your first problem is that your uncle is the Chairman of the company. Look at it from a different angle. As far as he is concerned, he is out of the country, and the management in the company was delivering results to him. You joined and wanted to make some changes. If you were in his position, would you accept it? Let me tell you, you have to hard sell your ideas to him. You tend to believe that as he is your uncle, he will have to do what you believe is best for his company. No, he will do what he believes is best. Have you not seen that many times, in sales, it is your friends and relatives who will not budge to your ideas? This is only because you have taken them for granted that they would accept your ideas immediately. So, Rajee, no shortcut; you will have to convince your Chairman with solid facts, and not just because he is your uncle.
Secondly, consider the top management of your company and now think about yourself. They were in a paradise of their own, managing the company as if it were their own. Now that you, the niece of the Chairman, have joined the group, what for? To report to your uncle behind their backs (that is what they would think). They might try to professionally harass you (the most unprofessional act). They will not include you in any decisions they make. They might encroach into your area of work. The only reason is they want you out, as you are a 'pain' for them. This is the time you should not lose heart and leave. Here again, you should use your salesmanship. Win them over with your attitude, being helpful, supportive, motivating employees, and make them feel that you are one among them. Once they accept you, you will get a cabin, your views will be implemented, and you will be happy working for the company. Then, it will be very easy for you and your uncle to implement the professionalism that you are looking for.
Win them over with your heart.
Come on, you can do it. Wish you the very best.
Warm regards,
CM Raj
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Hi Rajee,
I completely agree with John. I believe that one has to prove their abilities wherever it is needed. Don't lose the opportunity; try your best. I am also fighting for the same, but my management has different principles. They don't believe in staffing professional employees; they don't want to retain employees. They believe that anyone can do the job, but not with perfection and commitment. Can someone suggest a way out, please?
From India, Pune
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I completely agree with John. I believe that one has to prove their abilities wherever it is needed. Don't lose the opportunity; try your best. I am also fighting for the same, but my management has different principles. They don't believe in staffing professional employees; they don't want to retain employees. They believe that anyone can do the job, but not with perfection and commitment. Can someone suggest a way out, please?
From India, Pune
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Hello Rajee,
I think what Raj has described is really true. We have so many cases like this in our organization as we have a recruitment policy based on referrals. I have suggested the same things to some of my colleagues who were facing the same problems. If you want to work as a niece of a chairman, you are out for the others, but if you work as Rajee, an HR person, and build some identity on your own, then you are definitely in the right thing for the others.
Regards,
Shah Anal
From India, Ahmadabad
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I think what Raj has described is really true. We have so many cases like this in our organization as we have a recruitment policy based on referrals. I have suggested the same things to some of my colleagues who were facing the same problems. If you want to work as a niece of a chairman, you are out for the others, but if you work as Rajee, an HR person, and build some identity on your own, then you are definitely in the right thing for the others.
Regards,
Shah Anal
From India, Ahmadabad
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Dear Rajee,
Yours is a problem faced by many professionals, and the solution is to gain a certain amount of acceptability amongst those who choose to ignore you. You have to gain their confidence, little by little, by doing things which draw their appreciation. You will see that once you gain acceptance, you would have your way in the organization. I agree that it is a painful process, but it is better than taking a defiant/antagonistic stand.
Regards,
Vasudev
From India, Madras
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Yours is a problem faced by many professionals, and the solution is to gain a certain amount of acceptability amongst those who choose to ignore you. You have to gain their confidence, little by little, by doing things which draw their appreciation. You will see that once you gain acceptance, you would have your way in the organization. I agree that it is a painful process, but it is better than taking a defiant/antagonistic stand.
Regards,
Vasudev
From India, Madras
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Hello Rajee,
HR is indeed of no importance at your uncle's organization. Why does the management need an HR department when all decisions, recruitment, and other practices are directed by other departments? You are in the wrong place; changing this way of work is very difficult when HR itself is not properly heard by the upper management. Changing this attitude of upper management from the HR level is very challenging. Try, and if you don't succeed, swim with the waves.
Thomas
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HR is indeed of no importance at your uncle's organization. Why does the management need an HR department when all decisions, recruitment, and other practices are directed by other departments? You are in the wrong place; changing this way of work is very difficult when HR itself is not properly heard by the upper management. Changing this attitude of upper management from the HR level is very challenging. Try, and if you don't succeed, swim with the waves.
Thomas
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Hi all,
My problem is I am into HR, the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company or that they may stop working if he goes against them.
The grading and structure are not according to standards. I have repeatedly told them that we need to change the designations according to global standards, but no action has been taken. They always hesitate.
Being in HR, I should have a cabin for employee privacy and to conduct interviews, but there is no such provision. Employees still go and tell their problems to the people who brought them to the company. Experience certificates and relieving letters are still given by senior management. Recruitment happens without the knowledge of the MD & HR. Though HR conveys a new joinee to come and join on a certain date, they still bring the referred employee with a recommendation, leading to early joining.
I have created all HR policies and shown them to the MD & CEO, but they are not ready to implement them. Any corporate party to be arranged is still directed to some finance personnel. I seriously feel nobody does their work. I was also tasked with project management, but unless the technical head schedules the project, how can I plan and do follow-ups? Now I have been asked to take care of inventory management and procurement.
They keep me unaware of all the happenings at the company. The company is located in a highly polluted area, affecting my health.
I have the potential to achieve a lot in HR. I was well praised and appraised in my previous company, but here I feel I am losing out on learning opportunities.
GUIDE ME, please help me out.
Regards,
Rajee
From India, New Delhi
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My problem is I am into HR, the only one, but I am not given any opportunity to implement HR activities in the company. The company belongs to my own uncle, but he is not in India, and he too bends to the senior management in India and always favors them. I think he has a fear of losing the company or that they may stop working if he goes against them.
The grading and structure are not according to standards. I have repeatedly told them that we need to change the designations according to global standards, but no action has been taken. They always hesitate.
Being in HR, I should have a cabin for employee privacy and to conduct interviews, but there is no such provision. Employees still go and tell their problems to the people who brought them to the company. Experience certificates and relieving letters are still given by senior management. Recruitment happens without the knowledge of the MD & HR. Though HR conveys a new joinee to come and join on a certain date, they still bring the referred employee with a recommendation, leading to early joining.
I have created all HR policies and shown them to the MD & CEO, but they are not ready to implement them. Any corporate party to be arranged is still directed to some finance personnel. I seriously feel nobody does their work. I was also tasked with project management, but unless the technical head schedules the project, how can I plan and do follow-ups? Now I have been asked to take care of inventory management and procurement.
They keep me unaware of all the happenings at the company. The company is located in a highly polluted area, affecting my health.
I have the potential to achieve a lot in HR. I was well praised and appraised in my previous company, but here I feel I am losing out on learning opportunities.
GUIDE ME, please help me out.
Regards,
Rajee
From India, New Delhi
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Thanks to one and all,
I really appreciate everyone's comments, and I thank all for spending their valuable time. I think I want to say that from day one, I never felt like my uncle's niece. If I had felt that way, I would never feel like an HR professional, or feel the pain just because I am earning money. For me, my career is most important. I only have 1.5 years of experience and still have a lot to learn. I also believe I have great potential in me.
I think I should start experimenting, and I have already begun, regardless of whether the company will accept it or not. It will add to my experience. Another thing I will make clear to management is not to assign me to other miscellaneous tasks like inventory or purchasing. Let me focus on those aspects.
The technical head is spreading information that I was assigned to purchase and inventory tasks. I would appreciate comments from everyone.
Rajee
From United States, Englewood
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I really appreciate everyone's comments, and I thank all for spending their valuable time. I think I want to say that from day one, I never felt like my uncle's niece. If I had felt that way, I would never feel like an HR professional, or feel the pain just because I am earning money. For me, my career is most important. I only have 1.5 years of experience and still have a lot to learn. I also believe I have great potential in me.
I think I should start experimenting, and I have already begun, regardless of whether the company will accept it or not. It will add to my experience. Another thing I will make clear to management is not to assign me to other miscellaneous tasks like inventory or purchasing. Let me focus on those aspects.
The technical head is spreading information that I was assigned to purchase and inventory tasks. I would appreciate comments from everyone.
Rajee
From United States, Englewood
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Dear Rajee,
There is no need to get demoralized. We all face challenges in one way or another. What is important is that we understand where the problem lies... as they say "a problem well understood is half solved."
Working for a relative has its own advantages and disadvantages. And the company you work for seems to have had no HR before you joined them. If the employees of this company were used to working in a particular style, they will resist any change. You have to work carefully and tackle the issues one by one. You have to give them the confidence that you are there to make the overall working of the company smooth. In simple words, you need to win them over. Once you are accepted, things will start falling into place.
Please give priority to the issues that concern you. You can start with the easier and less sensitive issue and slowly progress. Apply "change management" techniques and make use of your interpersonal skills.
When I joined my present employer, within my first week here, I had decided to quit. I had worked with an MNC for many years, and a typical proprietary company was giving me a cultural shock. But I decided to stay back, accept the challenge and believe me, in 7 months, I have been able to achieve a lot.
You just need the confidence and a positive attitude. Fix up a time frame and start working from today itself. I am sure you will be successful. And, if for any reason things still don't change in the company, then they don't need any HR... look for another job. You would still be a gainer... after all, there is a lot of learning in the whole process.
So, my dear, get into action. All the best!
Rgds,
Nymphia
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There is no need to get demoralized. We all face challenges in one way or another. What is important is that we understand where the problem lies... as they say "a problem well understood is half solved."
Working for a relative has its own advantages and disadvantages. And the company you work for seems to have had no HR before you joined them. If the employees of this company were used to working in a particular style, they will resist any change. You have to work carefully and tackle the issues one by one. You have to give them the confidence that you are there to make the overall working of the company smooth. In simple words, you need to win them over. Once you are accepted, things will start falling into place.
Please give priority to the issues that concern you. You can start with the easier and less sensitive issue and slowly progress. Apply "change management" techniques and make use of your interpersonal skills.
When I joined my present employer, within my first week here, I had decided to quit. I had worked with an MNC for many years, and a typical proprietary company was giving me a cultural shock. But I decided to stay back, accept the challenge and believe me, in 7 months, I have been able to achieve a lot.
You just need the confidence and a positive attitude. Fix up a time frame and start working from today itself. I am sure you will be successful. And, if for any reason things still don't change in the company, then they don't need any HR... look for another job. You would still be a gainer... after all, there is a lot of learning in the whole process.
So, my dear, get into action. All the best!
Rgds,
Nymphia
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Hi Rajee Being an IR person I want to say that one thing you have to use your power. One thing you can do, you should go labour court or contact to IR person Vishwajeet Singh
From India, Gurgaon
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From India, Gurgaon
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Dear All,
There might be a hundred ways to handle such issues. But the important thing is the process, i.e., how you address it, plays a significant role. In this situation, the major process hurdle seems to be:
1. Inability to sell one's idea
2. Unacceptability or low credibility of one person/department
In my view, you should not suggest any policy or past practice change to anybody. Instead:
1. Build relationships.
2. Create discussion forums.
3. Try to understand their point of view.
4. Understand from the horse's mouth, how can you help them in their way and
5. In the process, sow the seed in the minds of others who matter.
6. Let the idea come as a brainchild of the person who matters.
Then, implementation will be a cakewalk as they will start speaking your language with conviction.
Regards,
Sameer
From India, Calcutta
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There might be a hundred ways to handle such issues. But the important thing is the process, i.e., how you address it, plays a significant role. In this situation, the major process hurdle seems to be:
1. Inability to sell one's idea
2. Unacceptability or low credibility of one person/department
In my view, you should not suggest any policy or past practice change to anybody. Instead:
1. Build relationships.
2. Create discussion forums.
3. Try to understand their point of view.
4. Understand from the horse's mouth, how can you help them in their way and
5. In the process, sow the seed in the minds of others who matter.
6. Let the idea come as a brainchild of the person who matters.
Then, implementation will be a cakewalk as they will start speaking your language with conviction.
Regards,
Sameer
From India, Calcutta
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Dear Rajee,
It seems that the company does not need a HR base. Your uncle will support the senior persons and will give preference to them because they may be indispensable for him/company.
If you want to stay there and will try to implement things according to your choice or if you want a firm policy to be implemented there, forget about that; it won't be possible there.
If you want a career in HR and want to pursue the same in the future, then it's better to look elsewhere or not complain. Complaining will not bring solutions, that I know. Try to implement things slowly, not all at once. Hopefully, the people there will listen to you. As you mentioned, even if hirings happen there without the knowledge of HR, I do not know why the HR division is there with the company if they are not involved in hirings at least. Relieving docs and experience letters are also given by the senior management, so why are they not monitoring attendance, leaves, and other HR issues? Why do they just have an HR department?
Thanks,
Dev
From India, Gurgaon
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It seems that the company does not need a HR base. Your uncle will support the senior persons and will give preference to them because they may be indispensable for him/company.
If you want to stay there and will try to implement things according to your choice or if you want a firm policy to be implemented there, forget about that; it won't be possible there.
If you want a career in HR and want to pursue the same in the future, then it's better to look elsewhere or not complain. Complaining will not bring solutions, that I know. Try to implement things slowly, not all at once. Hopefully, the people there will listen to you. As you mentioned, even if hirings happen there without the knowledge of HR, I do not know why the HR division is there with the company if they are not involved in hirings at least. Relieving docs and experience letters are also given by the senior management, so why are they not monitoring attendance, leaves, and other HR issues? Why do they just have an HR department?
Thanks,
Dev
From India, Gurgaon
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Hi Rajee,
I am also facing the same kind of problem in my office. I have recently joined the company, and there are no rules and regulations as before. I want to implement some new strategies, but the management is not helping. I don't know why they hired me if they do not want to work in an HR-organized environment. Anyways, if you have any solution for that, please reply to me.
Regards,
Anu
From India, Delhi
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I am also facing the same kind of problem in my office. I have recently joined the company, and there are no rules and regulations as before. I want to implement some new strategies, but the management is not helping. I don't know why they hired me if they do not want to work in an HR-organized environment. Anyways, if you have any solution for that, please reply to me.
Regards,
Anu
From India, Delhi
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Hi,
This type of problem arises in small and medium-sized companies, where seniors will be given more priority. But I think I can tell you, if we are not going wrong, we must not listen to anyone.
You mentioned that your uncle is the chairperson. Ask him to send an email to you and CC the senior management with whom you are facing the problem, stating your duties and responsibilities. This way, you will have the right to question them.
Even if you mentioned that your uncle is worried about the company, if he goes against the senior management of the company, he will face problems. For this issue, you have to approach the senior management slowly and gain their trust. But to do this, you need to have a lot of patience. Being an HR professional, we must possess this quality.
Be employee-friendly, understand the problems of the employees, and bring them to the attention of your uncle. If possible, ask your employees to send a confidential email to your uncle stating their concerns.
And don't think too much and spoil your health. Approach this in a planned manner, and you will succeed.
Take care,
Veena
From India, Hyderabad
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This type of problem arises in small and medium-sized companies, where seniors will be given more priority. But I think I can tell you, if we are not going wrong, we must not listen to anyone.
You mentioned that your uncle is the chairperson. Ask him to send an email to you and CC the senior management with whom you are facing the problem, stating your duties and responsibilities. This way, you will have the right to question them.
Even if you mentioned that your uncle is worried about the company, if he goes against the senior management of the company, he will face problems. For this issue, you have to approach the senior management slowly and gain their trust. But to do this, you need to have a lot of patience. Being an HR professional, we must possess this quality.
Be employee-friendly, understand the problems of the employees, and bring them to the attention of your uncle. If possible, ask your employees to send a confidential email to your uncle stating their concerns.
And don't think too much and spoil your health. Approach this in a planned manner, and you will succeed.
Take care,
Veena
From India, Hyderabad
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Hi everyone,
Everyone is asking me to be friendly to senior management, but being friendly, I may have to forget HR. Being friendly means doing things according to their wishes. They do not want to implement any HR activities through me; that is their intention.
Rajee
From United States, Englewood
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Everyone is asking me to be friendly to senior management, but being friendly, I may have to forget HR. Being friendly means doing things according to their wishes. They do not want to implement any HR activities through me; that is their intention.
Rajee
From United States, Englewood
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ddiscus your role with your Seniors. Understand their expectations ask for your responsibilities and authorities. Arole analysis exercise may help.
From India, Pune
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From India, Pune
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Rajee,
What you're doing at this company is not HR. You are only doing personnel-related tasks. The difference here is that the decision is already made, and they are throwing to you the bones of the fish for you to file in personnel records. For example, hiring is done by them, all you need to do is send him/her an offer to sign, create an employee file, dump the documents in the personnel records, and that's it.
Anyway, the reason why I was directed to this thread is that someone has mentioned something about Manpower Utilization. I have a catastrophic problem at my company. We are a construction company employing 5,000 employees, and we have 293 different job titles. We have 5 different project sites with manpower from all positions. Our Oracle system lacks updated information, not because our personnel assistants are not updating the system, but because we cannot collect proper information from project sites. For example, our system states that we have 160 drivers and operators of heavy equipment, but our Equipment Manager's inventory of heavy equipment is 250 units! I tried to investigate the problem as I am working in manpower planning, scheduling, and recruitment, and I have realized that there are 160 drivers and operators for 250 units of equipment, which is somehow not possible. I tried to ask if all equipment are in use, and whether there is a driver or operator for each unit, but still, no one had an answer. I realized it is a lack of information here. Then we dug through the problem, we realized that some employees registered in the system as helpers, masons, or even carpenters were utilized on-site as equipment operators and drivers. Then I really felt too skeptical about the reliability and accuracy of the information in the Oracle system. There are manpower in project sites who are utilized for different positions, but we are not being informed. And if we are not being informed, we cannot update our system and change the helper to a driver, and the carpenter to an operator. I realized in the end that not everything I read in the system is true, and I cannot trust the information, and the only way to correct the information is to conduct an investigation about all the 5,000 employees and do an inventory of all the 293 job titles to be able to identify who's who and how manpower is utilized in each project site. Then I went into a deep contemplation of where to begin with, what are the tools to do this, how fast can I get such information, and how soon will the information change again. I realized in the end that we need a LIVE system, more like a STOCK MARKET CHART, that updates us on each and every change being done on-site.
Can anyone guide me through the way how to collect information regarding actual manpower utilization on-site? But I need an effective, efficient, and fast way to collect that information, and I need that information to be updated on demand, instantly, whenever modified. Am I being too demanding here? Is anyone facing the same problem?
I was considering a quick performance appraisal to be done to update us on the actual manpower utilization, but I think it is not a good idea as the moment we change the job titles in the system, a huge number of job titles will be modified the next day!
Help before I drown :)
From Saudi Arabia, Riyadh
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What you're doing at this company is not HR. You are only doing personnel-related tasks. The difference here is that the decision is already made, and they are throwing to you the bones of the fish for you to file in personnel records. For example, hiring is done by them, all you need to do is send him/her an offer to sign, create an employee file, dump the documents in the personnel records, and that's it.
Anyway, the reason why I was directed to this thread is that someone has mentioned something about Manpower Utilization. I have a catastrophic problem at my company. We are a construction company employing 5,000 employees, and we have 293 different job titles. We have 5 different project sites with manpower from all positions. Our Oracle system lacks updated information, not because our personnel assistants are not updating the system, but because we cannot collect proper information from project sites. For example, our system states that we have 160 drivers and operators of heavy equipment, but our Equipment Manager's inventory of heavy equipment is 250 units! I tried to investigate the problem as I am working in manpower planning, scheduling, and recruitment, and I have realized that there are 160 drivers and operators for 250 units of equipment, which is somehow not possible. I tried to ask if all equipment are in use, and whether there is a driver or operator for each unit, but still, no one had an answer. I realized it is a lack of information here. Then we dug through the problem, we realized that some employees registered in the system as helpers, masons, or even carpenters were utilized on-site as equipment operators and drivers. Then I really felt too skeptical about the reliability and accuracy of the information in the Oracle system. There are manpower in project sites who are utilized for different positions, but we are not being informed. And if we are not being informed, we cannot update our system and change the helper to a driver, and the carpenter to an operator. I realized in the end that not everything I read in the system is true, and I cannot trust the information, and the only way to correct the information is to conduct an investigation about all the 5,000 employees and do an inventory of all the 293 job titles to be able to identify who's who and how manpower is utilized in each project site. Then I went into a deep contemplation of where to begin with, what are the tools to do this, how fast can I get such information, and how soon will the information change again. I realized in the end that we need a LIVE system, more like a STOCK MARKET CHART, that updates us on each and every change being done on-site.
Can anyone guide me through the way how to collect information regarding actual manpower utilization on-site? But I need an effective, efficient, and fast way to collect that information, and I need that information to be updated on demand, instantly, whenever modified. Am I being too demanding here? Is anyone facing the same problem?
I was considering a quick performance appraisal to be done to update us on the actual manpower utilization, but I think it is not a good idea as the moment we change the job titles in the system, a huge number of job titles will be modified the next day!
Help before I drown :)
From Saudi Arabia, Riyadh
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