Hi,
If hiring a new person is an issue, then you may discuss with your management, interview a few people from the technical team, and give them the responsibility of an HR SPOC. The person may take on a 50% technical and 50% HR role to ensure that such bad practices do not occur during the hours when you are not available.
Thanks,
Anuradha
From India
If hiring a new person is an issue, then you may discuss with your management, interview a few people from the technical team, and give them the responsibility of an HR SPOC. The person may take on a 50% technical and 50% HR role to ensure that such bad practices do not occur during the hours when you are not available.
Thanks,
Anuradha
From India
Hi,
In my view, you can receive open feedback from employees, i.e., identify who is providing the information. Only then can you accurately assess the real situation and subsequently take necessary actions to improve the situation by any means necessary.
From India, New Delhi
In my view, you can receive open feedback from employees, i.e., identify who is providing the information. Only then can you accurately assess the real situation and subsequently take necessary actions to improve the situation by any means necessary.
From India, New Delhi
Hi Vineet,
I personally feel you need an HR representative in the night shift as well, to handle employee-related issues. This will provide you with information during the night shift and help in designing SOPs and getting them approved. I am confident that the physical presence of an HR in the company should assist you at the first level, followed by implementing systems and policies at the next level.
All the best with this, and please share the solution once the issue is resolved.
Regards,
Bindu Kunapuli
From India, Hyderabad
I personally feel you need an HR representative in the night shift as well, to handle employee-related issues. This will provide you with information during the night shift and help in designing SOPs and getting them approved. I am confident that the physical presence of an HR in the company should assist you at the first level, followed by implementing systems and policies at the next level.
All the best with this, and please share the solution once the issue is resolved.
Regards,
Bindu Kunapuli
From India, Hyderabad
I suggest changing the teams of every employee who is on the night shift. In my experience, altering the teams can also shift attitudes towards work. Project managers may be making these changes to improve their own statistics. Address any concerns raised by sincere employees and hold project managers accountable. Consider changing the methods of working, such as report preparation. There is a saying that if you continue to do the same thing, you will get the same results.
Sandeep Vast.
From India
Sandeep Vast.
From India
Dear Vinit, First u better to take one assistant who will bar these things especially a guy who is having experience industry . Thanku, Prasanna reddy.:confused:
From India, Hyderabad
From India, Hyderabad
Hi,
Why don't you change your timings to 11 am - 8 pm so that you can spend at least two hours with second-shift employees to interact with them and understand their problems? Instead of implementing a new standard operating procedure (SOP), educate all project managers, supervisors, and employees on policy matters. If you do not handle this properly, you may become an enemy to all project managers. Please handle it with care. Present it thoughtfully to the top management and explain how it could harm the organization's image and goodwill.
Regards,
Prasad_raj325
From India, Warangal
Why don't you change your timings to 11 am - 8 pm so that you can spend at least two hours with second-shift employees to interact with them and understand their problems? Instead of implementing a new standard operating procedure (SOP), educate all project managers, supervisors, and employees on policy matters. If you do not handle this properly, you may become an enemy to all project managers. Please handle it with care. Present it thoughtfully to the top management and explain how it could harm the organization's image and goodwill.
Regards,
Prasad_raj325
From India, Warangal
Hi Vineet,
If you can't hire another HR person, you can ask management to change work shifts of those people who are creating a nuisance in the night shift so that you can yourself monitor them.
Above all, report all these things to management. See what management tells you. Maybe that can help.
Best regards,
GS
From India, New Delhi
If you can't hire another HR person, you can ask management to change work shifts of those people who are creating a nuisance in the night shift so that you can yourself monitor them.
Above all, report all these things to management. See what management tells you. Maybe that can help.
Best regards,
GS
From India, New Delhi
Hi,
I completely agree with the solutions provided by Asha, but again I would be a little disagree on working in 2 shifts. It would not be so easy to maintain this schedule. After 5 hours of working, exhaustion will definitely dominate the brain. Yeah, if she works from 2 pm to 10 pm, then I think Asha's idea may work out.
But, again it might be very tough for a newly married woman to work in such a shift. It's also hard to convince management. It may again hamper her personal life. So, it's better if you can convince management to hire someone under you, as you are the person directly responsible for displaying the well-guided future growth strategy for the organization. At least you can give it a try. Of course, management would not like to let the culture of the organization be spoiled.
Best of luck!
Regards, Ram Sr. Executive Tectonics
From India, Mumbai
I completely agree with the solutions provided by Asha, but again I would be a little disagree on working in 2 shifts. It would not be so easy to maintain this schedule. After 5 hours of working, exhaustion will definitely dominate the brain. Yeah, if she works from 2 pm to 10 pm, then I think Asha's idea may work out.
But, again it might be very tough for a newly married woman to work in such a shift. It's also hard to convince management. It may again hamper her personal life. So, it's better if you can convince management to hire someone under you, as you are the person directly responsible for displaying the well-guided future growth strategy for the organization. At least you can give it a try. Of course, management would not like to let the culture of the organization be spoiled.
Best of luck!
Regards, Ram Sr. Executive Tectonics
From India, Mumbai
Hi Vineeth,
There could be two possible ways of countering the aforementioned issue:
1) Recruit a person to handle HR functions in the night shift.
2) Conduct an employee survey for both shifts to identify the problems they face.
Finally, collate and submit the report to management for them to make decisions based on the feedback provided by the employees.
Regards,
Shiv
From India, Ernakulam
There could be two possible ways of countering the aforementioned issue:
1) Recruit a person to handle HR functions in the night shift.
2) Conduct an employee survey for both shifts to identify the problems they face.
Finally, collate and submit the report to management for them to make decisions based on the feedback provided by the employees.
Regards,
Shiv
From India, Ernakulam
Hi Vineet,
What I feel is that you may not have much power to control what's happening in the shifts. But there's one way of gathering insider information. Guess who can be your best source of information? Let me tell you, it's office attenders, office boys, watchmen, security personnel, basically sub-staff. So, first, gain the trust of these people by any means necessary. Then, appoint them as information suppliers. Once they provide you with information, you can start gathering evidence regarding who is doing what. Depending on the information gathered, you can present your case to your superiors to grant you more authority to take actions like hiring a new HR subordinate or requiring the team leader to report to you before making any hiring or firing decisions, etc. This is the approach adopted by most of the heads of the department, and it has been effective for him most of the time. Give it a try.
From India, Malappuram
What I feel is that you may not have much power to control what's happening in the shifts. But there's one way of gathering insider information. Guess who can be your best source of information? Let me tell you, it's office attenders, office boys, watchmen, security personnel, basically sub-staff. So, first, gain the trust of these people by any means necessary. Then, appoint them as information suppliers. Once they provide you with information, you can start gathering evidence regarding who is doing what. Depending on the information gathered, you can present your case to your superiors to grant you more authority to take actions like hiring a new HR subordinate or requiring the team leader to report to you before making any hiring or firing decisions, etc. This is the approach adopted by most of the heads of the department, and it has been effective for him most of the time. Give it a try.
From India, Malappuram
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