Hello, I am working in the IT industry as an HR Executive, and I am handling 55 employees alone. I always have to solve employee complaints, and they are frequently against me. I have 2 years of experience in HR, and my management expects a lot from me. I report directly to my Managing Director. In cases of poor performance, I have to send notices and handle terminations as well. Please guide me.
From India, Pune
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From India, Pune
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Hi Krushnamkhia,
The way you have written your post, I am not sure what your issue is.
Is it that you are handling 55 employees on your own?
If your organization has full and proper policies, rules, and procedures (PRP) that are filtered down to the employees, your operation should be smooth. If not, then you need to have them in place or review them, which should be done periodically, at least once a year.
Is it always you who has to solve employee complaints?
Well, that is your role, is it not? Unless the complaint needs to be escalated to senior management, you have the PRP to back you... to the hilt.
Is it that you have to send performance notices and deal with termination?
It appears that as an HR Executive, poor performance and termination decisions are not yours; you are just the messenger.
Is it that Management is expecting a lot from you?
Well, does not Management expect a lot from everybody!
So, unless there is some other specific issue, I think that you must realize that you are the mouthpiece for Management and Employees. Management has given you some PRPs, and they form the backbone for employees to adhere to and for you to enforce. Employees, on the other hand, look to you to solve their issues. Unless you keep in constant communication with the employees, they will turn against you, simply because they see no movement in their queries.
You need to refresh or establish your authority as the HR professional that you are.
You need to provide Management with solutions and suggestions and not merely pass on employee complaints/issues.
I hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
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380The way you have written your post, I am not sure what your issue is.
Is it that you are handling 55 employees on your own?
If your organization has full and proper policies, rules, and procedures (PRP) that are filtered down to the employees, your operation should be smooth. If not, then you need to have them in place or review them, which should be done periodically, at least once a year.
Is it always you who has to solve employee complaints?
Well, that is your role, is it not? Unless the complaint needs to be escalated to senior management, you have the PRP to back you... to the hilt.
Is it that you have to send performance notices and deal with termination?
It appears that as an HR Executive, poor performance and termination decisions are not yours; you are just the messenger.
Is it that Management is expecting a lot from you?
Well, does not Management expect a lot from everybody!
So, unless there is some other specific issue, I think that you must realize that you are the mouthpiece for Management and Employees. Management has given you some PRPs, and they form the backbone for employees to adhere to and for you to enforce. Employees, on the other hand, look to you to solve their issues. Unless you keep in constant communication with the employees, they will turn against you, simply because they see no movement in their queries.
You need to refresh or establish your authority as the HR professional that you are.
You need to provide Management with solutions and suggestions and not merely pass on employee complaints/issues.
I hope the above helps.
Regards,
Harsh
From United Kingdom, Barrow
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HR Manual (Employee Hand Book).doc