Dear Friends,
I have handled many employee grievances and management's (grievances) in my previous manufacturing companies where we previously had trade unions. However, the company I am currently working for poses a bit of difficulty. The management is directly instructing the implementation of anti-employee policies, even though they themselves do not adhere to them, knowing it will directly impact productivity. The decisions made by the management do not even last for weeks. This has occurred several times during my tenure. They revert the decision, portraying the management as supportive of the employees, while blaming HR for being against them.
I seek your suggestions on overcoming these problems. If we had unions, the situation might be different. However, here, there is a local domination where locals are directly involved in routine activities, impacting the employees and receiving support from external sources. They are reluctant to enter the company premises.
Thank you.
From India, Bangalore
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54I have handled many employee grievances and management's (grievances) in my previous manufacturing companies where we previously had trade unions. However, the company I am currently working for poses a bit of difficulty. The management is directly instructing the implementation of anti-employee policies, even though they themselves do not adhere to them, knowing it will directly impact productivity. The decisions made by the management do not even last for weeks. This has occurred several times during my tenure. They revert the decision, portraying the management as supportive of the employees, while blaming HR for being against them.
I seek your suggestions on overcoming these problems. If we had unions, the situation might be different. However, here, there is a local domination where locals are directly involved in routine activities, impacting the employees and receiving support from external sources. They are reluctant to enter the company premises.
Thank you.
From India, Bangalore
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I am expecting some suggestions or at least to Throw some light on this topic where we all can express/Learn our cross Differential Issues.....:(:(
From India, Bangalore
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From India, Bangalore
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Dear Ram Kishore,
Every HR professional in the company faces such problems. It is always HR that will be targeted for anything and everything. Management decisions are implemented by HR, and when issues arise, HR is targeted as though Management does not know anything regarding that issue.
This is because all policies will bear the signatures of HR personnel. In the future, ensure that Top Management signs all agreements and papers related to policies and procedures. This way, they cannot play the blame game. The signatures themselves will indicate to employees who is to be blamed and who the real culprits are. Since all policies will carry HR's signature, people may always be under the impression that HR is running the company and is always against employees' views.
This perception of people should be erased. Employees, Management, and other individuals should understand that HR is a party that supports both management and employees. HR serves as the mediator.
Regards,
Bharghavi
From India, Bangalore
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Every HR professional in the company faces such problems. It is always HR that will be targeted for anything and everything. Management decisions are implemented by HR, and when issues arise, HR is targeted as though Management does not know anything regarding that issue.
This is because all policies will bear the signatures of HR personnel. In the future, ensure that Top Management signs all agreements and papers related to policies and procedures. This way, they cannot play the blame game. The signatures themselves will indicate to employees who is to be blamed and who the real culprits are. Since all policies will carry HR's signature, people may always be under the impression that HR is running the company and is always against employees' views.
This perception of people should be erased. Employees, Management, and other individuals should understand that HR is a party that supports both management and employees. HR serves as the mediator.
Regards,
Bharghavi
From India, Bangalore
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That's right, Bhargavi. If you are implementing the policy, you will sign. How can you expect signatures of MD & ED? Okay, that's great. If you have got signatures from MD & ED and the policies & procedures have been passed, then there is an issue by employees and their supporters. What way will you react? Can you show the policies & procedures signed by the directors and pinpoint their names? Think about what I am saying; it should be an eye-opener.
From India, Bangalore
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From India, Bangalore
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Dear Ram,
Nothing can be helped out...!! We cannot protect our skins just by taking their signatures. We are also a part and parcel of the game.
Only the blame game on HR can be avoided to protect our images among employees so that we can face them rather than putting our heads down in front of them for the blame is on our heads.
Think over...!! You have the support of Management on your side wherein they cannot tell that HR is the one responsible for all the anti-employee policies. Just because all the circulars and other notifications will have HR signatures. It's not fair that we need to tolerate all the blames and be a scapegoat.
Regards,
Bharghavi
From India, Bangalore
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Nothing can be helped out...!! We cannot protect our skins just by taking their signatures. We are also a part and parcel of the game.
Only the blame game on HR can be avoided to protect our images among employees so that we can face them rather than putting our heads down in front of them for the blame is on our heads.
Think over...!! You have the support of Management on your side wherein they cannot tell that HR is the one responsible for all the anti-employee policies. Just because all the circulars and other notifications will have HR signatures. It's not fair that we need to tolerate all the blames and be a scapegoat.
Regards,
Bharghavi
From India, Bangalore
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Dear Mr. Ram,
My suggestion is as follows:
You have to work as per management policies even if they keep changing. It will be possible to hold on until workers gain the upper hand, if they do at all. The breaking point to quit will come if both management and workers gain the upper hand over HR.
V. Raghunathan
Navi Mumbai
From India
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My suggestion is as follows:
You have to work as per management policies even if they keep changing. It will be possible to hold on until workers gain the upper hand, if they do at all. The breaking point to quit will come if both management and workers gain the upper hand over HR.
V. Raghunathan
Navi Mumbai
From India
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In the study of management, you study various management styles like autocratic, democratic, politicking, etc. The crux of the matter is none of the management styles is ideal, nor is any style useless. In such situations, you also need to act politically.
Next question comes, how? Better don't seek any outsider's suggestion as they will be in least contact with reality. Evolve your way out!
I can assure you, there is a way out, and there is a great lifetime learning waiting for you. Don't lose heart, give your 100%. When times are tough, the tough get going!
From India, Delhi
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Next question comes, how? Better don't seek any outsider's suggestion as they will be in least contact with reality. Evolve your way out!
I can assure you, there is a way out, and there is a great lifetime learning waiting for you. Don't lose heart, give your 100%. When times are tough, the tough get going!
From India, Delhi
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