Dear Seniors
I m working in an Audit Firm since 14 months, I have HR generalist Profile. This firm is run by 2 partners, total employee strength is 200, and HR Department consists of HR Manager and HR Coordinator (myself). My concerns are:
HR Department is not at all involved in meetings or any communication at planning stage related to recruitment, training and development, appraisals, or any other issues related to employees.
Top management takes decision and implements them as per their conveniences and HR comes to know from external sources, In order to explain the situation please let me give examples
Top management, planned for recruitment, drafted the print ad, designed entire application process online with IT department, Published the recruitment ad in newspaper, applicants started applying, all this happenings in the company, I or my HR Manager (so he says) were not aware or informed of this developments. Until one candidate calls to follow up regarding the advertisement, I was surprised, upset and felt humiliated to be ignored so drastically by the management. I m dedicated to my work. I proactively seek information and keep myself updated with happenings around, I make report after reports what management asks from me and I fairly present good amount of information with what skills I posses. I confronted my HR manager on this development, but he says he is equally surprised at this breaking news. I told him to speak to top management about this; I told him this is humiliation. He said he can’t discuss this issue with top management; they are owners, if they like to keep things discreet, they can, and we can’t question them.
Entire training and development plan for the current year was designed by few technical managers in discussion with the partners and once everything was finalized, a mail was sent to HR along with all participants with the final training plan. The training is into chapters and after end of very chapter, audience have to gives tests, this test score collection responsibility is given to a typist in the firm, and the secretary of the partner is advised to coordinate the training program entirely from feedbacks, results to summarizing the learning of the staff. Don’t you think this are responsibility of HRs, in the mail, there is no mention of any HR Involvement.
Technical Managers recruit staff as per their need and whims, and this candidates are screened, interviewed, offered and join the firm so discreetly, I m not informed, involved in this process, one fine day I see a new face, or they come to me for some work, and when I ask them who are they, they say they are working with the firms since so n so days or months. I feel so surprised, when I question this actions of the management and put forward my cause to my Manager, he just brushes me aside, saying that, “deal with it”, this is how family owned companies work.
I don’t understand why so much of secrecy is practiced in simple, neutral, routine functions of HRs. What could be the reasons to keep HRs away from decision making related to HR functions at least. I posses experience, qualification, analytical skills and good understanding of my job, then why I m not being involved.
As HR I appear worthless in this firm, and its affecting my morale and enthusiasm towards my job, How M I suppose to contribute when I m not even asked to or involved in matters so directly related to my job here.
I m feeling depressed and lost, if I leave this job it would cause stability issues in my career graph. Please advise a way to work around this situation.
Thanks
Hussain
From Kuwait, Salmiya
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30I m working in an Audit Firm since 14 months, I have HR generalist Profile. This firm is run by 2 partners, total employee strength is 200, and HR Department consists of HR Manager and HR Coordinator (myself). My concerns are:
HR Department is not at all involved in meetings or any communication at planning stage related to recruitment, training and development, appraisals, or any other issues related to employees.
Top management takes decision and implements them as per their conveniences and HR comes to know from external sources, In order to explain the situation please let me give examples
Top management, planned for recruitment, drafted the print ad, designed entire application process online with IT department, Published the recruitment ad in newspaper, applicants started applying, all this happenings in the company, I or my HR Manager (so he says) were not aware or informed of this developments. Until one candidate calls to follow up regarding the advertisement, I was surprised, upset and felt humiliated to be ignored so drastically by the management. I m dedicated to my work. I proactively seek information and keep myself updated with happenings around, I make report after reports what management asks from me and I fairly present good amount of information with what skills I posses. I confronted my HR manager on this development, but he says he is equally surprised at this breaking news. I told him to speak to top management about this; I told him this is humiliation. He said he can’t discuss this issue with top management; they are owners, if they like to keep things discreet, they can, and we can’t question them.
Entire training and development plan for the current year was designed by few technical managers in discussion with the partners and once everything was finalized, a mail was sent to HR along with all participants with the final training plan. The training is into chapters and after end of very chapter, audience have to gives tests, this test score collection responsibility is given to a typist in the firm, and the secretary of the partner is advised to coordinate the training program entirely from feedbacks, results to summarizing the learning of the staff. Don’t you think this are responsibility of HRs, in the mail, there is no mention of any HR Involvement.
Technical Managers recruit staff as per their need and whims, and this candidates are screened, interviewed, offered and join the firm so discreetly, I m not informed, involved in this process, one fine day I see a new face, or they come to me for some work, and when I ask them who are they, they say they are working with the firms since so n so days or months. I feel so surprised, when I question this actions of the management and put forward my cause to my Manager, he just brushes me aside, saying that, “deal with it”, this is how family owned companies work.
I don’t understand why so much of secrecy is practiced in simple, neutral, routine functions of HRs. What could be the reasons to keep HRs away from decision making related to HR functions at least. I posses experience, qualification, analytical skills and good understanding of my job, then why I m not being involved.
As HR I appear worthless in this firm, and its affecting my morale and enthusiasm towards my job, How M I suppose to contribute when I m not even asked to or involved in matters so directly related to my job here.
I m feeling depressed and lost, if I leave this job it would cause stability issues in my career graph. Please advise a way to work around this situation.
Thanks
Hussain
From Kuwait, Salmiya
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Dear Hussain,
I understand your situation. It's really bad. However, your HR Manager's behavior is also not right. In front of Management, please try to emphasize the importance of HR and its responsibilities. Make an effective presentation on HR duties, objectives, and results. Show your attitude as an HR professional. No matter what, do not go into depression. Firstly, try to change your HR Manager's attitude.
In every job, stability is crucial. I believe this is a great chance for you to prove yourself as an HR professional. Go ahead...
All the Best,
Hussain
From India, Bangalore
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I understand your situation. It's really bad. However, your HR Manager's behavior is also not right. In front of Management, please try to emphasize the importance of HR and its responsibilities. Make an effective presentation on HR duties, objectives, and results. Show your attitude as an HR professional. No matter what, do not go into depression. Firstly, try to change your HR Manager's attitude.
In every job, stability is crucial. I believe this is a great chance for you to prove yourself as an HR professional. Go ahead...
All the Best,
Hussain
From India, Bangalore
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Hello Hussain,
I feel the top management in your company lacks understanding of the proper functioning of the HR department. What I believe is that you should try to identify the shortcomings in various departments, whether it is training, development, recruitment, or planning.
Let me explain with an example:
As an HR professional, I am certain you are aware of what qualities a candidate should possess to be recruited (e.g., confidence, management abilities, problem-solving skills, and workload management). You should assess your current employees in these areas and I am certain you will identify some deficiencies. Present this research to your top management and make them understand that having a senior HR representative involved in the interview process will lead to better evaluation of candidates. Once your senior is included in interviews and other HR activities, you will automatically be more involved.
Remember, it is crucial to choose your words carefully. You need to skillfully persuade them that without HR involvement, any HR-related process cannot be flawless. However, be cautious not to undermine the years of experience your top management possesses.
I hope this advice proves helpful to you.
Regards,
Priyanky Sarmah
Soft Skill & Personality Counsellor
From India, Bhubaneswar
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I feel the top management in your company lacks understanding of the proper functioning of the HR department. What I believe is that you should try to identify the shortcomings in various departments, whether it is training, development, recruitment, or planning.
Let me explain with an example:
As an HR professional, I am certain you are aware of what qualities a candidate should possess to be recruited (e.g., confidence, management abilities, problem-solving skills, and workload management). You should assess your current employees in these areas and I am certain you will identify some deficiencies. Present this research to your top management and make them understand that having a senior HR representative involved in the interview process will lead to better evaluation of candidates. Once your senior is included in interviews and other HR activities, you will automatically be more involved.
Remember, it is crucial to choose your words carefully. You need to skillfully persuade them that without HR involvement, any HR-related process cannot be flawless. However, be cautious not to undermine the years of experience your top management possesses.
I hope this advice proves helpful to you.
Regards,
Priyanky Sarmah
Soft Skill & Personality Counsellor
From India, Bhubaneswar
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Hi Hussain,
I went through your post and it appears very demoralizing and humiliating. Sometimes I also experience the same thing as I am in the same field. But I think the concept of HR is not clear with everyone; they feel HR is just for the retrenchment process and does nothing. However, we should not lose hope and should keep on trying our best. The time will come when everyone must know exactly what HR is.
Do not feel lost; keep your chin up!
Warm regards,
Pinky
From India, Delhi
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I went through your post and it appears very demoralizing and humiliating. Sometimes I also experience the same thing as I am in the same field. But I think the concept of HR is not clear with everyone; they feel HR is just for the retrenchment process and does nothing. However, we should not lose hope and should keep on trying our best. The time will come when everyone must know exactly what HR is.
Do not feel lost; keep your chin up!
Warm regards,
Pinky
From India, Delhi
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Well said, Priya. Hi, you should follow what Priya said; it's a good option. Once your manager involves the HR process and decision-making, obviously, you will get into the process. But at the same time, don't overtake your manager and the management. Be polite and honest. Love your job, don't love your company. If you love your job, your company automatically loves you. Try to conduct employee engagement activities and new joiner induction programs with the help of your manager. Don't do anything without your manager's knowledge. He is the only person who understands you and retains you.
Indirectly prove to your management that the HR department is vital to the organization. If you want to bring anything, just do it. For example, if your company doesn't have any standing orders, prepare that and get approval from management. In this way, you can bring more to the organization. Show your interest in the development of the organization, and you will certainly get recognition from the management.
From India
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Indirectly prove to your management that the HR department is vital to the organization. If you want to bring anything, just do it. For example, if your company doesn't have any standing orders, prepare that and get approval from management. In this way, you can bring more to the organization. Show your interest in the development of the organization, and you will certainly get recognition from the management.
From India
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Hi Hussain,
I agree with Mr. RR; this will be a great chance for you to prove yourself as a good HR. Normally, no management would be really interested or willing to do the HR job without the involvement of HR, unless they have a very bad opinion or experience with their HR team in the past. The response given by your HR managers leaves me in doubt about the way he would have dealt with things in the past. That might be one of the reasons for management to ignore the HR team. His answer even sounds very lethargic.
Try to learn more about your manager and his deeds first. Also, observe your management and try to understand their attitude. If you find at least one person in the management with a good attitude, try to meet them personally, share your thoughts, and try to gain their trust. If things work out fine, your hard work will put you on the top.
Best wishes,
Phani Manyam
From India, Hyderabad
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I agree with Mr. RR; this will be a great chance for you to prove yourself as a good HR. Normally, no management would be really interested or willing to do the HR job without the involvement of HR, unless they have a very bad opinion or experience with their HR team in the past. The response given by your HR managers leaves me in doubt about the way he would have dealt with things in the past. That might be one of the reasons for management to ignore the HR team. His answer even sounds very lethargic.
Try to learn more about your manager and his deeds first. Also, observe your management and try to understand their attitude. If you find at least one person in the management with a good attitude, try to meet them personally, share your thoughts, and try to gain their trust. If things work out fine, your hard work will put you on the top.
Best wishes,
Phani Manyam
From India, Hyderabad
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Dear Readers,
I thank everyone for their responses, suggestions, and tips to overcome my challenges. After reading your suggestions, I am motivated and cheered up to go ahead and resolve this issue.
Hopefully, I shall communicate more assertively with the management to seek involvement. The thing is - it's a different country, and dealing with diverse nationalities, the perceptions, nonverbal behavior, and understanding are very different, and work styles of managements are weird here. On discussing these issues with my other HR friends, they also face similar issues. Mostly, what I can say is, it's the stereotype images of different nationalities that management or people here have formed in their minds. So there is an uncomfortable atmosphere or a lack of trust and understanding which silently prevails.
Hopefully, I will communicate more to resolve this gap. I will not overpass my manager; I need to keep him informed about everything. He is cooperative, and I feel he must be used to this kind of arrangement. He has good HR knowledge, and I respect him for his wisdom and position.
As advised by management, HR has no authority to initiate any policy, communication, research, or survey without the permission of the owners. Wait for orders and execute them as advised; these are the instructions.
Thanks once again for the wonderful and empathetic response. However, I am doing my homework as advised here, and seeing what can be achieved.
From Kuwait, Salmiya
Acknowledge(0)Amend(0)
I thank everyone for their responses, suggestions, and tips to overcome my challenges. After reading your suggestions, I am motivated and cheered up to go ahead and resolve this issue.
Hopefully, I shall communicate more assertively with the management to seek involvement. The thing is - it's a different country, and dealing with diverse nationalities, the perceptions, nonverbal behavior, and understanding are very different, and work styles of managements are weird here. On discussing these issues with my other HR friends, they also face similar issues. Mostly, what I can say is, it's the stereotype images of different nationalities that management or people here have formed in their minds. So there is an uncomfortable atmosphere or a lack of trust and understanding which silently prevails.
Hopefully, I will communicate more to resolve this gap. I will not overpass my manager; I need to keep him informed about everything. He is cooperative, and I feel he must be used to this kind of arrangement. He has good HR knowledge, and I respect him for his wisdom and position.
As advised by management, HR has no authority to initiate any policy, communication, research, or survey without the permission of the owners. Wait for orders and execute them as advised; these are the instructions.
Thanks once again for the wonderful and empathetic response. However, I am doing my homework as advised here, and seeing what can be achieved.
From Kuwait, Salmiya
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Hi Hussain,
Well said and closed.
Well, work culture and administrative function and powers are different in Middle East (ME) and varies from company to company. More than HR, I feel your deparment like many companies in ME is but an HR Operation/Administration Department.
Functional Managers, Mgmt Secretaries and others, play a huge inter discpline roles like what you have mentioned. As your company grows, the work will need to be handled by professionals and this is where HR get involved or maybe they will appoint some additional for such functions.
Your Boss is very correct, ME Arabs, do not like interference especially in proprietory companies, since they themselve are running the HR Department in recruitment, Policies, procedures etc as owners.
If you really want to get into this additioal responsibility, here are some tricks how you can get involved in what you want, but be very careful, if you are not a good task person yourself, you will lost and confused and with to much work and if not done well, you will "Taged".
1. Go and meet and greet all your functional Managers or those whom you know are involved in recruitment, designing advertisement, etc etc.
2. Sweet talk them and let them know unofficially that you are a pro in all these skills.
3. Help the secretaries in their work especially in areas of your interest.
It works, my own case, I was appointed as Employee Relation Officer, moved from there to HR Operation HR Consultant, and finally ended within 2 years as Recruitment Manager. In ME, things work differently. Learn the game boss.
Wish you all the best.
Ukmitra
From Saudi Arabia, Riyadh
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Well said and closed.
Well, work culture and administrative function and powers are different in Middle East (ME) and varies from company to company. More than HR, I feel your deparment like many companies in ME is but an HR Operation/Administration Department.
Functional Managers, Mgmt Secretaries and others, play a huge inter discpline roles like what you have mentioned. As your company grows, the work will need to be handled by professionals and this is where HR get involved or maybe they will appoint some additional for such functions.
Your Boss is very correct, ME Arabs, do not like interference especially in proprietory companies, since they themselve are running the HR Department in recruitment, Policies, procedures etc as owners.
If you really want to get into this additioal responsibility, here are some tricks how you can get involved in what you want, but be very careful, if you are not a good task person yourself, you will lost and confused and with to much work and if not done well, you will "Taged".
1. Go and meet and greet all your functional Managers or those whom you know are involved in recruitment, designing advertisement, etc etc.
2. Sweet talk them and let them know unofficially that you are a pro in all these skills.
3. Help the secretaries in their work especially in areas of your interest.
It works, my own case, I was appointed as Employee Relation Officer, moved from there to HR Operation HR Consultant, and finally ended within 2 years as Recruitment Manager. In ME, things work differently. Learn the game boss.
Wish you all the best.
Ukmitra
From Saudi Arabia, Riyadh
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