Thank you, Balaji, for your post explaining the situation in your company. However, it is not clear whether you have also experienced what he is experiencing: some sort of resentment against the HR and its functioning. From his post, it's also not clear whether he is seeking a solution to his problem (though some have given excellent ideas).
Have a nice day.
Simhan
From United Kingdom
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1708Have a nice day.
Simhan
From United Kingdom
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Dear ThePrence,
You mentioned in your post that your organization started with HR only 3 years back. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with all the policy documents and details of everything that your HR Dept. did to streamline things.
If you could do that, it will be a real help.
You can mail me at ishita_kotak03@yahoo.in
Thanking you.
[QUOTE=ThePrence;1548498]
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 with direct access to most senior staff.
3 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 3 years - while we have been able to streamline many of the policies, etc., 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.).
From India, Ahmadabad
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You mentioned in your post that your organization started with HR only 3 years back. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with all the policy documents and details of everything that your HR Dept. did to streamline things.
If you could do that, it will be a real help.
You can mail me at ishita_kotak03@yahoo.in
Thanking you.
[QUOTE=ThePrence;1548498]
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 with direct access to most senior staff.
3 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 3 years - while we have been able to streamline many of the policies, etc., 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.).
From India, Ahmadabad
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Dear V. Balaji,
You mentioned in your post that your organization started with HR only recently. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with all the policy documents and details of everything that your HR Dept. did to streamline things. If you could do that, it will be a real help. You can mail me at ishita_kotak03@yahoo.in. Thanking you.
From India, Ahmadabad
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You mentioned in your post that your organization started with HR only recently. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with all the policy documents and details of everything that your HR Dept. did to streamline things. If you could do that, it will be a real help. You can mail me at ishita_kotak03@yahoo.in. Thanking you.
From India, Ahmadabad
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Hi Andy,
I agree with Yaasmin and Sajith Kumar. It's really like resistance towards change. You always create importance for HR and show them HR benefits and services.
Here in this case, I would prefer the employer to make sure to keep their faith in them and help them understand that HR is a part of growing responsibilities in the company, not a hindrance in the organization.
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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 show them HR benefits and services.
Here in this case, I would prefer the employer to make sure to keep their faith in them and help them understand that HR is a part of growing responsibilities in the company, not a hindrance in the organization.
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Hi,
It is very difficult to run an organization without an HR department, especially when we look at employee turnover, recruitment, training, employee welfare, and statutory compliances, etc. I have come across a similar situation. I was initially in another department of the company, and my transfer to the HR department was widely accepted by all employees in general. Within a short span of time, issues similar to those Mr. Andy has pointed out started popping up, depicting me as a most "disliked" person. However, being an HR professional, my endeavor was to identify the root cause and solve the same. The reasons behind the employees' dislike were:
1. They don't want to be guided or ruled by any person or procedure.
2. They don't like their relationship/access to the employer being cut.
My employer also initially got disappointed in the manner things turned around, and I think they even thought that their decision of bringing me as HR Head was wrong. However, the organization has 50 years of existence with branches across the country, and it is impossible to run the show without an HR department. They will have to deal with either me or any other similarly "disliked" individual. I proceeded with new policies that include a lot of welfare schemes, and I put in my best effort to bridge all gaps.
My employer has many other companies, and in one of them, they have a very weak HR department. Even after more than 15 years, they have no solid policies or guidelines on any matters. All newly joining managers implemented their policies for one or two years and left. Frequent changes in managers/operating officers led the company to an administrative paralysis. Finally, the management realized the necessity of a strong system and a capable HR professional to take care of the same. I was asked to support them in organizing a strong HR team and laying down guidelines and policies.
There is a solution for solving such "resistances." The following guidelines will, of course, help you:
1. Give certain defined empowerment to the HR Dept.
2. Route all HR matters through the HR Department only.
3. Do not intervene in HR matters unless there are stronger reasons to do so in the interest of the organization.
4. When laying down restrictive policies, let HR be the guardian of all employee welfare schemes.
5. When announcing any salary revision, let it happen through the HR Dept.
6. Announce all welfare schemes through the HR department.
7. Treat the most "disliked" with dignity.
This will, of course, solve your issues.
Regards,
shs
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It is very difficult to run an organization without an HR department, especially when we look at employee turnover, recruitment, training, employee welfare, and statutory compliances, etc. I have come across a similar situation. I was initially in another department of the company, and my transfer to the HR department was widely accepted by all employees in general. Within a short span of time, issues similar to those Mr. Andy has pointed out started popping up, depicting me as a most "disliked" person. However, being an HR professional, my endeavor was to identify the root cause and solve the same. The reasons behind the employees' dislike were:
1. They don't want to be guided or ruled by any person or procedure.
2. They don't like their relationship/access to the employer being cut.
My employer also initially got disappointed in the manner things turned around, and I think they even thought that their decision of bringing me as HR Head was wrong. However, the organization has 50 years of existence with branches across the country, and it is impossible to run the show without an HR department. They will have to deal with either me or any other similarly "disliked" individual. I proceeded with new policies that include a lot of welfare schemes, and I put in my best effort to bridge all gaps.
My employer has many other companies, and in one of them, they have a very weak HR department. Even after more than 15 years, they have no solid policies or guidelines on any matters. All newly joining managers implemented their policies for one or two years and left. Frequent changes in managers/operating officers led the company to an administrative paralysis. Finally, the management realized the necessity of a strong system and a capable HR professional to take care of the same. I was asked to support them in organizing a strong HR team and laying down guidelines and policies.
There is a solution for solving such "resistances." The following guidelines will, of course, help you:
1. Give certain defined empowerment to the HR Dept.
2. Route all HR matters through the HR Department only.
3. Do not intervene in HR matters unless there are stronger reasons to do so in the interest of the organization.
4. When laying down restrictive policies, let HR be the guardian of all employee welfare schemes.
5. When announcing any salary revision, let it happen through the HR Dept.
6. Announce all welfare schemes through the HR department.
7. Treat the most "disliked" with dignity.
This will, of course, solve your issues.
Regards,
shs
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When faced with the uncertainty of a major change effort, employees tend to adopt a ''victim mentality''. Even if we want to change our routine food habits to gain certain benefits, imagine how difficult it is to change. But once we experience the benefits of that change, we feel happy about stepping out of our comfort zone. Similarly, under-communication to employees about new changes, with a lack of clarity on what needs to be done, why it is essential, and how it will be achieved, leads to resistance to change. Involving the people who matter most and communicating to employees about the benefits we will all gain can help mitigate resistance. People are less likely to resist change if they understand the benefits it brings. You can communicate the company's vision and show employees how they can be integral to this change. There is much more to discuss.
- Permeshwernath
From India, Pune
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- Permeshwernath
From India, Pune
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Dear Suhas,
Thank you for addressing Andy's query and confirming that others have also faced similar responses from the staff. Additionally, I appreciate your sound remedies for overcoming the problem.
Have a nice day.
Simhan
From United Kingdom
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Thank you for addressing Andy's query and confirming that others have also faced similar responses from the staff. Additionally, I appreciate your sound remedies for overcoming the problem.
Have a nice day.
Simhan
From United Kingdom
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Many support functions, like HR, do not always act as the 'support' functions they are intended to be. They sometimes tend to dictate certain policies and procedures that create hindrances in the functioning of the 'main' business functions. As a result, they are often disliked by many mainstream employees. HR needs to ensure that their work benefits the business. Additionally, they need to communicate with other functions to educate them and manage their expectations effectively.
Anand
9975977117
From United States, Basking Ridge
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Anand
9975977117
From United States, Basking Ridge
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Dear Sir,
I think your HR department is doing well. However, your employees seem to dislike them. It appears that there is a communication gap between your employees and your HR department.
There may be some conditions:
01. If some of your employees dislike your HR department, it is okay. It is impossible to make everyone happy. In Ram Raj, everything was good, but some were against them.
02. If the majority of your employees dislike them, then it is a serious matter. Maybe your HR wants to make policies, and there is a communication gap.
03. It may be possible that your old employees did not want any mediator between you and themselves.
Handle this matter carefully. The HR department is the backbone of any company. If your HR department is solid, your company will grow smoothly; otherwise, there may be some troubles.
Purushottam Dass Matta
Sr. Executive (Admin & HR)
Contact No: 09784595015
Email: pdmatta@gmail.com, purushottam.matta@gravitaexim.com
From India, Alwar
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I think your HR department is doing well. However, your employees seem to dislike them. It appears that there is a communication gap between your employees and your HR department.
There may be some conditions:
01. If some of your employees dislike your HR department, it is okay. It is impossible to make everyone happy. In Ram Raj, everything was good, but some were against them.
02. If the majority of your employees dislike them, then it is a serious matter. Maybe your HR wants to make policies, and there is a communication gap.
03. It may be possible that your old employees did not want any mediator between you and themselves.
Handle this matter carefully. The HR department is the backbone of any company. If your HR department is solid, your company will grow smoothly; otherwise, there may be some troubles.
Purushottam Dass Matta
Sr. Executive (Admin & HR)
Contact No: 09784595015
Email: pdmatta@gmail.com, purushottam.matta@gravitaexim.com
From India, Alwar
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Dear all,
HR being disliked or resented is not a new phenomenon. It universally applies to every change, particularly those changes where rules are laid down or strictly applied. As the company expands, there is a need to have formal systems and rules and regulations. This would be a departure from the days of informality and direct communication. Unavoidably, this might lead to unfair comparisons with the days of yore when everybody knew everyone else, and communication was direct and fast. Hence, such sentiments are bound to arise. But the question that lingers is whether the management feels the same way. If the HR department enjoys the confidence of management, the next step is to win the confidence of employees. HR should take the initiative in improving the services it provides and take proactive steps in areas like employee development and the introduction of welfare schemes. An HR department that lacks employee confidence will struggle to address industrial relations issues and long-term interests effectively. Therefore, the situation calls for introspection by HR professionals on how to instill confidence.
Thank you.
From India, Bhopal
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HR being disliked or resented is not a new phenomenon. It universally applies to every change, particularly those changes where rules are laid down or strictly applied. As the company expands, there is a need to have formal systems and rules and regulations. This would be a departure from the days of informality and direct communication. Unavoidably, this might lead to unfair comparisons with the days of yore when everybody knew everyone else, and communication was direct and fast. Hence, such sentiments are bound to arise. But the question that lingers is whether the management feels the same way. If the HR department enjoys the confidence of management, the next step is to win the confidence of employees. HR should take the initiative in improving the services it provides and take proactive steps in areas like employee development and the introduction of welfare schemes. An HR department that lacks employee confidence will struggle to address industrial relations issues and long-term interests effectively. Therefore, the situation calls for introspection by HR professionals on how to instill confidence.
Thank you.
From India, Bhopal
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