Hi All,
Our company is in a big mess.
We are a KPO with two shifts day and night. I am the HR Manager for both the shifts.
Day shift timings - 8am to 5 pm.
Night shift timings - 6pm to 3 am.
My timings - 10am to 6 pm or sometimes 7 pm.
I am a female, recently got married in feb 09. so cant stretch more.
The problem is:
1)There is alot happening in the night shift which I donot come to know. Even the project mangers of the Night shift have started their own rules, laws for the employees.
2) They have started making groups. They keep that person in the team who works under them as labour and for as many hours they say.
3)They kick off the genuine employees who wish to rise in their career that they'll replace them one day making false technical reports about them which cant be questioned.
4)The company has become stagnant and a kind of Jungle rule have started prevailing.
5)No policy is being followed.
Kindly suggest how should I stop and control all this.
Please seniors.
Thanks,
Vineet
From India, Chandigarh
8Our company is in a big mess.
We are a KPO with two shifts day and night. I am the HR Manager for both the shifts.
Day shift timings - 8am to 5 pm.
Night shift timings - 6pm to 3 am.
My timings - 10am to 6 pm or sometimes 7 pm.
I am a female, recently got married in feb 09. so cant stretch more.
The problem is:
1)There is alot happening in the night shift which I donot come to know. Even the project mangers of the Night shift have started their own rules, laws for the employees.
2) They have started making groups. They keep that person in the team who works under them as labour and for as many hours they say.
3)They kick off the genuine employees who wish to rise in their career that they'll replace them one day making false technical reports about them which cant be questioned.
4)The company has become stagnant and a kind of Jungle rule have started prevailing.
5)No policy is being followed.
Kindly suggest how should I stop and control all this.
Please seniors.
Thanks,
Vineet
From India, Chandigarh
You need to have someone "on the job" in night shifts.
Only then we can sort it out becasue it seems like a lot of monitoring is required. Expectign them to send reports is well and fine - but ultimately the power to manipulate and decide rests in the hand of the Project Managers.
Even if you warn them it will still be of no use - the same thing will continue.
So if you cant offer to stretch urself at this point, I gues you need to hire someone who can work on HR activities in the night shift, and you could delegate a few tasks to that person in terms of observation and collecting actual information, to report on issues - not to be the deciding authority - but report on what is happening, and also - to orient the night shift ppl about the rules and policies once in a while.
May I ask how you came to know that genuine employees are being replaced? I am sure you would have received this info from the same genuine employees or others who fear the job... Kindly dont come to conculsions from this. Pls have a first hand information on all these matters. Its better to have a seperate person assigned under you for Night shifts alone.
Thanks
From India, Madras
Only then we can sort it out becasue it seems like a lot of monitoring is required. Expectign them to send reports is well and fine - but ultimately the power to manipulate and decide rests in the hand of the Project Managers.
Even if you warn them it will still be of no use - the same thing will continue.
So if you cant offer to stretch urself at this point, I gues you need to hire someone who can work on HR activities in the night shift, and you could delegate a few tasks to that person in terms of observation and collecting actual information, to report on issues - not to be the deciding authority - but report on what is happening, and also - to orient the night shift ppl about the rules and policies once in a while.
May I ask how you came to know that genuine employees are being replaced? I am sure you would have received this info from the same genuine employees or others who fear the job... Kindly dont come to conculsions from this. Pls have a first hand information on all these matters. Its better to have a seperate person assigned under you for Night shifts alone.
Thanks
From India, Madras
Hi Vineet,
May be you can shift one of the employees in your team working in the day shift to night shifts. Once you have done that let that employee be on the floor and talk to the employees and the team leads and managers.
Prepare the incident report for each and every inident reported, so that you get the accurate and up to date information.
You can also ask your employee to communicate the policies across the board at regular intervals.
In case you do not have any one reporting to you in the morning shift to be transferred to the night shift, then you might have to hire one for the night shift
From India, Mumbai
May be you can shift one of the employees in your team working in the day shift to night shifts. Once you have done that let that employee be on the floor and talk to the employees and the team leads and managers.
Prepare the incident report for each and every inident reported, so that you get the accurate and up to date information.
You can also ask your employee to communicate the policies across the board at regular intervals.
In case you do not have any one reporting to you in the morning shift to be transferred to the night shift, then you might have to hire one for the night shift
From India, Mumbai
Good one Ash, In line with the same, I suggest to frame 360 degree review model so that HR can monitor Supervisors and Leads also. Regards, Shiv
From India, Bangalore
From India, Bangalore
I opine there is a loop in the system. first of all the project managers should not be allowed take actions on their own, all the employee related matters need to be handled along with HR representative, to this extent you should formulate some SOPs and get it approved by the Board or senior management. As an individual it will be difficult for any one to work for more than 8 - 9 hrs a day on regular basis in this context you are to influence the management for hiring one more HR rep for the other shift.
You should also bring a system that any deviation should be documented by thoe immediate superior duly signed and counter signed by the project manager and forwarded to HR so that you can be part of the decision othrwise over a period of time nobody is left over in the system when the managers are acting to their wins and fans and ultimately company will be the looser. This part you have to project to the management, influence them in acting positively.
regards - kameswarao
From India, Hyderabad
You should also bring a system that any deviation should be documented by thoe immediate superior duly signed and counter signed by the project manager and forwarded to HR so that you can be part of the decision othrwise over a period of time nobody is left over in the system when the managers are acting to their wins and fans and ultimately company will be the looser. This part you have to project to the management, influence them in acting positively.
regards - kameswarao
From India, Hyderabad
I want to clarify one thing that there is no Hr person working under me, I am the only one handling everything.
From India, Chandigarh
From India, Chandigarh
Hi vineet,
As per knowledge i have understand from your post that, there is no control in the system. i would suggest you to prepare a SOP ( if you have rights to do that) for this company & get it approved by board members. Then every thing will be followed as mentioned in the SOP including specimen of your reports & routine work process. If it is per approved then there will be no compromise on following the same by anybody.
Regards,
Amit.
From India, Thana
As per knowledge i have understand from your post that, there is no control in the system. i would suggest you to prepare a SOP ( if you have rights to do that) for this company & get it approved by board members. Then every thing will be followed as mentioned in the SOP including specimen of your reports & routine work process. If it is per approved then there will be no compromise on following the same by anybody.
Regards,
Amit.
From India, Thana
Hi Vineet,
My suggestion is, first of all, you have to make a structure for HR department, where it is better to appoint two functional employees, we can call them as "Employee Service Coordinator or Supervisor". One person should be allocated to night shift also in pertinent to all HR works and services.
In addition to this, you have to develop the SOP (policies and procedures) at the very earliest and implement in the Company; which should be included the disciplinery actions also. Those who are not following these SOP, you can easily find out through your HR Coordinators/assistants and take actions agaisnt the concerned employee.
The only way to solve the issue is, first of all you have to develop a foundation for HR in your Company. Without tools and resources, it will be more difficult to monitor the organizational functions.
Please mind it that now a days, HR is in the business, by the business and for the business, by branding the organization to attract, engage and retain the talented employees, where building the organizational culture by motivating and developing the competencies.
BR
Jaleel
From United Arab Emirates, Dubai
My suggestion is, first of all, you have to make a structure for HR department, where it is better to appoint two functional employees, we can call them as "Employee Service Coordinator or Supervisor". One person should be allocated to night shift also in pertinent to all HR works and services.
In addition to this, you have to develop the SOP (policies and procedures) at the very earliest and implement in the Company; which should be included the disciplinery actions also. Those who are not following these SOP, you can easily find out through your HR Coordinators/assistants and take actions agaisnt the concerned employee.
The only way to solve the issue is, first of all you have to develop a foundation for HR in your Company. Without tools and resources, it will be more difficult to monitor the organizational functions.
Please mind it that now a days, HR is in the business, by the business and for the business, by branding the organization to attract, engage and retain the talented employees, where building the organizational culture by motivating and developing the competencies.
BR
Jaleel
From United Arab Emirates, Dubai
The bigg problem is your Management if the nature of business warrent they must engage night shift HR officer or parttime HR for night shift who may be available at flexible time for 4 hours as per his convenient to implement HR policies and give you feed back to make corrections and improve systems.
We should not think in box and customary practices doesnot help us in many sicuations you have to amend modus operandi as per business models.
Rashid
From Saudi Arabia
We should not think in box and customary practices doesnot help us in many sicuations you have to amend modus operandi as per business models.
Rashid
From Saudi Arabia
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