15 days have passed since I joined this organization. No one has advised me on what to do. However, I am still trying to make things happen, but the people here are not allowing me to do so. I have prepared all the necessary letter formats, offer letters, and manuals to the best of my knowledge, but these individuals are trying to hinder my progress. I need help to overcome this situation. As an HR professional, I cannot engage in conflicts with employees. I understand that they may not want to be supervised by a newcomer. Should I ignore their resistance or should I try to listen to their concerns? Please advise me on how I should handle this challenging situation.
From India, Bangalore
Acknowledge(0)
Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
I am glad that you could understand what he is saying, as I have no idea what he means or wants from the forum.
From India, Mumbai
Acknowledge(0)Amend(0)
2635From India, Mumbai
Acknowledge(0)Amend(0)
You identify someone senior in your department, if there is anybody. When he or she is free, sit with him/her and ask, "What is your role and what are the responsibilities identified when you were hired?" Seek his or her help. Convey to them that you are keen on making a career for yourself with their guidance. Be soft and kind. Do not make any decisions without the senior's guidance. Initial skepticism will always be there. Don't lose heart. It happens to many youngsters who want to prove their skills and knowledge from day one. You may be over-enthusiastic, but others may not. Go slow and steady. Just start with your routine jobs. When an opportunity arises, ask for guidance and clarity.
From India, Bengaluru
Acknowledge(0)Amend(0)
From India, Bengaluru
Acknowledge(0)Amend(0)
Please let me take this opportunity to appeal to members to post clear messages, giving complete details about the questioner's background and the scenario in question. Otherwise, as Saswata Banerjee says, we may not get the complete picture and give suggestions based on our perceptions.
Let me raise a few questions that arose in my mind when reading the post by Abhashetty. Is the questioner a man or woman? Is he or she a graduate or postgraduate with a background in HR? Did he or she join the firm straight after qualifying, or has he or she worked before? What is the size of the organization, and what is its structure? What's meant by "I have done all the letter formats offer letters manual as my knowledge"? Who are "these people" trying to stop him/her? Should an HR person even think of "controlling" people who work in other functional areas?
From United Kingdom
Acknowledge(0)Amend(0)
Let me raise a few questions that arose in my mind when reading the post by Abhashetty. Is the questioner a man or woman? Is he or she a graduate or postgraduate with a background in HR? Did he or she join the firm straight after qualifying, or has he or she worked before? What is the size of the organization, and what is its structure? What's meant by "I have done all the letter formats offer letters manual as my knowledge"? Who are "these people" trying to stop him/her? Should an HR person even think of "controlling" people who work in other functional areas?
From United Kingdom
Acknowledge(0)Amend(0)
Hello Abhashetty,
Can you provide more details as the other members have suggested? Actionable suggestions can be given ONLY after you provide the FULL details of the situation, NOT just what others are doing to you. Apparently and unknowingly, you seem to have created an impression that you are 'trying to control others'. So, you also have a bit of an 'against-the-tide' situation. I suggest going point-by-point on what Nathrao, Sundaram, and Simhan mentioned and respond; then everyone will have the facts right and clear to make suggestions.
All the Best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
Can you provide more details as the other members have suggested? Actionable suggestions can be given ONLY after you provide the FULL details of the situation, NOT just what others are doing to you. Apparently and unknowingly, you seem to have created an impression that you are 'trying to control others'. So, you also have a bit of an 'against-the-tide' situation. I suggest going point-by-point on what Nathrao, Sundaram, and Simhan mentioned and respond; then everyone will have the facts right and clear to make suggestions.
All the Best.
Regards,
TS
From India, Hyderabad
Acknowledge(0)Amend(0)
What were you actually appointed to do?
(And how large is your company?)
Fifteen days is hardly adequate to achieve something or necessary to change everything unless the company is falling to pieces around you. So not having done anything critical is not a threatening situation.
No one advises me. Okay, so is there an HR team (I don't think so, else you would not need to make the changes). So if HR is not there, and you are appointed as HR, what advice do you expect? From who? If they knew what to do, they would probably not need you.
You have made formats of letters and manuals. What exactly did you try to do after that? Who stopped you from issuing the offer letter to new employees (or did you try to issue to existing employees?)
I do not think a fresher is qualified to make an HR handbook. Who approved the same? Did you have an approval of your management/owner? Have the policies and terms in the manual been approved by him?
The last point I have (assuming Mr. Nathrao has correctly understood the post) - why are you trying to implement stuff and make changes that are hardly consequential to the company? Have you even tried yet to understand what problems the company and the employees are facing? What do they expect you to do? What really needs to be streamlined?
From India, Mumbai
Acknowledge(0)Amend(0)
(And how large is your company?)
Fifteen days is hardly adequate to achieve something or necessary to change everything unless the company is falling to pieces around you. So not having done anything critical is not a threatening situation.
No one advises me. Okay, so is there an HR team (I don't think so, else you would not need to make the changes). So if HR is not there, and you are appointed as HR, what advice do you expect? From who? If they knew what to do, they would probably not need you.
You have made formats of letters and manuals. What exactly did you try to do after that? Who stopped you from issuing the offer letter to new employees (or did you try to issue to existing employees?)
I do not think a fresher is qualified to make an HR handbook. Who approved the same? Did you have an approval of your management/owner? Have the policies and terms in the manual been approved by him?
The last point I have (assuming Mr. Nathrao has correctly understood the post) - why are you trying to implement stuff and make changes that are hardly consequential to the company? Have you even tried yet to understand what problems the company and the employees are facing? What do they expect you to do? What really needs to be streamlined?
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Shetty,
Congrats: I am happy to note that you got an opportunity to serve HR of a Mfg. Company. Mfg.Cos. offer ample scope for HR people to learn & grow; right from Recruitment to Separation. You can involve in every HR activities and win the confidence of employees, your Superiors, Top Management, Govt. officials/Inspectors & Public at large. As you have just joined, please study each aspect of HR role in the Co., discuss with Seniors of not only your Dept. but also other Dept. because they know the situation there better than new-comers could perceive. List out what are the Service Rules & Regulations, Policies, Whether Standing Order applies, Leave Rules tobe made, various Procedures tobe made, HR systems & Formats tobe made etc., You have to win their confidence to survive. “Slow and study win the race”.
As others mentioned; please do not over-react; give more details about yourself, your Co. & the problems; so that Members can offer good suggestions for your guidance.
You may contact me for any help. Please provide your mail id to send all details of Policies as I have 30+ yrs.exp. in HR,IR,Legal & Admn. Depts. of Mfg. Companies like Steel, Power, Chemical, Electronic & Mines.
All the best.
Yours Sincerely,
C.Neyim Khan, HRConsultant & Advocate, Ex- AGM (HR&A),
# Rahaman Bldg., Chikkamaranahalli,Devasandra, BENGALURU, Karnataka, S.India. /
#.FS 478, Dr.Ambedkar High School,CM Lay Out , HIRIYUR
Mobile No. 9535470460 Email:c.neyimkhan@gmail.com -- 9.8.2015.
From India, Bangalore
Acknowledge(0)Amend(0)
Congrats: I am happy to note that you got an opportunity to serve HR of a Mfg. Company. Mfg.Cos. offer ample scope for HR people to learn & grow; right from Recruitment to Separation. You can involve in every HR activities and win the confidence of employees, your Superiors, Top Management, Govt. officials/Inspectors & Public at large. As you have just joined, please study each aspect of HR role in the Co., discuss with Seniors of not only your Dept. but also other Dept. because they know the situation there better than new-comers could perceive. List out what are the Service Rules & Regulations, Policies, Whether Standing Order applies, Leave Rules tobe made, various Procedures tobe made, HR systems & Formats tobe made etc., You have to win their confidence to survive. “Slow and study win the race”.
As others mentioned; please do not over-react; give more details about yourself, your Co. & the problems; so that Members can offer good suggestions for your guidance.
You may contact me for any help. Please provide your mail id to send all details of Policies as I have 30+ yrs.exp. in HR,IR,Legal & Admn. Depts. of Mfg. Companies like Steel, Power, Chemical, Electronic & Mines.
All the best.
Yours Sincerely,
C.Neyim Khan, HRConsultant & Advocate, Ex- AGM (HR&A),
# Rahaman Bldg., Chikkamaranahalli,Devasandra, BENGALURU, Karnataka, S.India. /
#.FS 478, Dr.Ambedkar High School,CM Lay Out , HIRIYUR
Mobile No. 9535470460 Email:c.neyimkhan@gmail.com -- 9.8.2015.
From India, Bangalore
Acknowledge(0)Amend(0)
Dear Abha Shetty,
Mr. Nathrao could perhaps read your mind and has given you very appropriate advice. Mr. Neyim Khan has added to it. But I don't know how he inferred that you are in a manufacturing company. The question that comes to my mind is, what exactly you wanted to do that your seniors opposed? Also, 'these people' are from HR or other departments? Remember, if you want the best advice, you have to give full details in unambiguous terms. It is like going to a doctor. Do not hide anything, even the faintest symptoms, to get the best remedy.
From India, New Delhi
Acknowledge(0)Amend(0)
Mr. Nathrao could perhaps read your mind and has given you very appropriate advice. Mr. Neyim Khan has added to it. But I don't know how he inferred that you are in a manufacturing company. The question that comes to my mind is, what exactly you wanted to do that your seniors opposed? Also, 'these people' are from HR or other departments? Remember, if you want the best advice, you have to give full details in unambiguous terms. It is like going to a doctor. Do not hide anything, even the faintest symptoms, to get the best remedy.
From India, New Delhi
Acknowledge(0)Amend(0)
Hi seniors,
Thank you for your valuable suggestions. A few things I forgot to mention in the first email are that our organization's strength is 20 employees. When I came here, there was no leave policy, and all were getting 12 PL per year. I have one admin who used to take care of all HR activities, but when management appointed me for this job, he is not communicating with me much. If I ask for any help, he rudely replies, saying that I should focus on employee benefits, not the company. I am really confused. I don't know what wrong I have done. I even increased the PL from 12 to 21 and added SL and CL as well. Trust me; I have no complaints about my behavior. I am friendly with everyone, but this situation is disappointing as I don't even think about controlling anyone. I believe in friendship and goodness. They all seem to have misunderstood me. I think my colleagues believe that if an HR professional comes in, all their freedom will be lost. How can I make them trust that HR is not here to ruin their happiness or freedom? Please help me out. How can I mingle with them? I have tried a lot, but I have failed. I want to win their hearts in a good way. How can I achieve this?
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you for your valuable suggestions. A few things I forgot to mention in the first email are that our organization's strength is 20 employees. When I came here, there was no leave policy, and all were getting 12 PL per year. I have one admin who used to take care of all HR activities, but when management appointed me for this job, he is not communicating with me much. If I ask for any help, he rudely replies, saying that I should focus on employee benefits, not the company. I am really confused. I don't know what wrong I have done. I even increased the PL from 12 to 21 and added SL and CL as well. Trust me; I have no complaints about my behavior. I am friendly with everyone, but this situation is disappointing as I don't even think about controlling anyone. I believe in friendship and goodness. They all seem to have misunderstood me. I think my colleagues believe that if an HR professional comes in, all their freedom will be lost. How can I make them trust that HR is not here to ruin their happiness or freedom? Please help me out. How can I mingle with them? I have tried a lot, but I have failed. I want to win their hearts in a good way. How can I achieve this?
Thank you.
From India, Bangalore
Acknowledge(0)Amend(0)
I mean controlling in a bad way. I don't believe in this. I don't like fights and all. As I said, our company is small, and all the necessary freedom is given by management, maybe more than that. I feel like some people are misusing this. Even management thought about this and told me to make a policy. Help me, how will I handle this situation? I am losing my hope.
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)Engage with peers to discuss and resolve work and business challenges collaboratively - share and document your knowledge. Our AI-powered platform, features real-time fact-checking, peer reviews, and an extensive historical knowledge base. - Join & Be Part Of Our Community.