Dear Friends,
The purpose of getting ourselves becoming a member of this CiteHR is not only to get the ideas & suggestions of our HR Role but also to share the feelings of one HR Manager who has been insulted professionally that too in a hospitality industry which means taking care of the people. The following is the actual case:
I joined in a Hotel as a HR Manager right from the project stage with sufficient years of experience in hospitality sector. I alone drafted all the format for the forms such as Employment Form, Leave Application Form, Permission Slip, Visitors Pass, Interview Assessment Form, Exit Interview Form, No Dues & Settlement form, etc., Without my permission, with the recommendation of the General Manager appointed a HR Executive (Female) whose job description will be to take care of the attendance, preparing payroll statement & other HR related deskwork.
Me, as a HR Manager, has to monitor her job and to ensure that the salary got released on time without any issues to any staff. Am I right? That is what the meaning for HR Manager.
Immediately after her appointment, i.e. at the end of 2nd month after she joined, she has been given an increment of Rs.2000/- without my consent. At the end of 5th month, i.e. on the last day of December 2010, there arising a question on me i.e. asking the HR Manager to look for an alternative job because all the activities are done by the HR Executive (Female) then what is the purpose of having a HR Manager and finally asked me (HR Manager) to quit on 03rd January 2011 which is the beginning of a New Year.
In this case, I am very clearly state that the General Manager has played a very smart game (in spite of being a Old Friend of me,) just to safeguard his name from the Top Management in cutting down the payroll cost which is a great insult for me and for our HR profession.
So far, I never came across this kind of insult in my career and I am totally upset. So, my dear friends, please tell me how to go about this situation and what kind of action shall we take on these kind of people.
My suggestion: All the HR professionals like us should form a Union in which this kind of insulting incidents has to be addressed and should be protested against the employer with immediate effect like Dharna, Road Roco, etc.,
Expecting your sincere help and reply to find a proper solution.
Thanks and Regards,
From India, Madras
4The purpose of getting ourselves becoming a member of this CiteHR is not only to get the ideas & suggestions of our HR Role but also to share the feelings of one HR Manager who has been insulted professionally that too in a hospitality industry which means taking care of the people. The following is the actual case:
I joined in a Hotel as a HR Manager right from the project stage with sufficient years of experience in hospitality sector. I alone drafted all the format for the forms such as Employment Form, Leave Application Form, Permission Slip, Visitors Pass, Interview Assessment Form, Exit Interview Form, No Dues & Settlement form, etc., Without my permission, with the recommendation of the General Manager appointed a HR Executive (Female) whose job description will be to take care of the attendance, preparing payroll statement & other HR related deskwork.
Me, as a HR Manager, has to monitor her job and to ensure that the salary got released on time without any issues to any staff. Am I right? That is what the meaning for HR Manager.
Immediately after her appointment, i.e. at the end of 2nd month after she joined, she has been given an increment of Rs.2000/- without my consent. At the end of 5th month, i.e. on the last day of December 2010, there arising a question on me i.e. asking the HR Manager to look for an alternative job because all the activities are done by the HR Executive (Female) then what is the purpose of having a HR Manager and finally asked me (HR Manager) to quit on 03rd January 2011 which is the beginning of a New Year.
In this case, I am very clearly state that the General Manager has played a very smart game (in spite of being a Old Friend of me,) just to safeguard his name from the Top Management in cutting down the payroll cost which is a great insult for me and for our HR profession.
So far, I never came across this kind of insult in my career and I am totally upset. So, my dear friends, please tell me how to go about this situation and what kind of action shall we take on these kind of people.
My suggestion: All the HR professionals like us should form a Union in which this kind of insulting incidents has to be addressed and should be protested against the employer with immediate effect like Dharna, Road Roco, etc.,
Expecting your sincere help and reply to find a proper solution.
Thanks and Regards,
From India, Madras
Dear Friend
Definitely we can sympathize with your agony. But HR Professionals being in the Managerial cadre cannot be equated with the unionized workforce.
Till you get employment you can make an appeal to them to compensate you considering the fact they have used a subordinate position to do the Job of HR Manager.
This is what happens in Organizations that in the name of Cost cutting talent will be lost by Organization. Ultimately the very person who initiated your exit will be sacked unceremoniously by the same Management.It is not wise to think that a HR Executive can supplement the work of a HR Manager.
With Regards
V.Sounder Rajan
Advocates & Notaries & Legal Consultants
E-mail : rajanassociates@eth,net,
-9025792684.
more at https://www.citehr.com/285737-legal-...#ixzz1AAt4xBKZ
From India, Bangalore
Definitely we can sympathize with your agony. But HR Professionals being in the Managerial cadre cannot be equated with the unionized workforce.
Till you get employment you can make an appeal to them to compensate you considering the fact they have used a subordinate position to do the Job of HR Manager.
This is what happens in Organizations that in the name of Cost cutting talent will be lost by Organization. Ultimately the very person who initiated your exit will be sacked unceremoniously by the same Management.It is not wise to think that a HR Executive can supplement the work of a HR Manager.
With Regards
V.Sounder Rajan
Advocates & Notaries & Legal Consultants
E-mail : rajanassociates@eth,net,
-9025792684.
more at https://www.citehr.com/285737-legal-...#ixzz1AAt4xBKZ
From India, Bangalore
Hello,
Typical occupational hazard!
Being treated unjustly, unfairly and in an uncouth manner cannot be simply ruled out.
While we are NOT workmen under the Industrial Disputes Act 1947 we may not be able to get any kind of legal protection, our professional organizations can certainly take up this issue in a dignified, constitutional and civil manner with the top management of the concerned organization. Beyond shaming them in public eye and professional circles and in the eyes of the highest authorities like the very Board of Directors and other employees of the organization, we will achieve precious little. Will all this anyway compensate for the agony, insult and ignonimy you have suffered?
We sympathise with your predicament for sure but we have to consider the other side also however biased it may be! Unless we do that it would be unfair to sit in judgment on the issue.
Leave aside all this, it is because of helplessness in such situations, we the non-bargainable employees of any organization are often referred to as non-barkable employees. (Since we cannot even bark).
Our competence is our security of employment but it cannot sanction a protection from higher ups who do not give a damn to ethics, morality, fairness or even justice. That is our lot. We indeed are helpless in such matters. Our safety guard against such treatment is our alertness at ll times, taking nothing for granted and pre-emptive actions (acting ahead of any calamity striking).
In the instant case, you rightly feel bad about one HR (female) candidate being recruited without your knowledge, involvement or agreement. This was first moment for you to sit up and suspect-not take positions but to be on guard anyway. When the same person gets out of turn heafty salary rise, once gain without consulting you, this was your second moment to really sit up and suspect even more and form a tentative opinion about things not going exactly the way they should. You could have raised a formal discussion on each of these occassions and the response would have helped you confirm your fears and suspicions and you could have acted ahead of the calamity.
Do not feel bad, but I suppose you have been rather complacement in this episode. Whether it was your goodness or overconfidence and I do not which, but you have in a way allowed the axe to fall upon you!
In our jobs, alertness is our strength and complacency is our worst enemy, especially at least when it concerns our own careers and employment!
You may like to respond and provide any facts that may have got ignored in your first post.
I am always open to change in the face of facts!!
Regards
samvedan
January 5, 2011
----------------
From India, Pune
Typical occupational hazard!
Being treated unjustly, unfairly and in an uncouth manner cannot be simply ruled out.
While we are NOT workmen under the Industrial Disputes Act 1947 we may not be able to get any kind of legal protection, our professional organizations can certainly take up this issue in a dignified, constitutional and civil manner with the top management of the concerned organization. Beyond shaming them in public eye and professional circles and in the eyes of the highest authorities like the very Board of Directors and other employees of the organization, we will achieve precious little. Will all this anyway compensate for the agony, insult and ignonimy you have suffered?
We sympathise with your predicament for sure but we have to consider the other side also however biased it may be! Unless we do that it would be unfair to sit in judgment on the issue.
Leave aside all this, it is because of helplessness in such situations, we the non-bargainable employees of any organization are often referred to as non-barkable employees. (Since we cannot even bark).
Our competence is our security of employment but it cannot sanction a protection from higher ups who do not give a damn to ethics, morality, fairness or even justice. That is our lot. We indeed are helpless in such matters. Our safety guard against such treatment is our alertness at ll times, taking nothing for granted and pre-emptive actions (acting ahead of any calamity striking).
In the instant case, you rightly feel bad about one HR (female) candidate being recruited without your knowledge, involvement or agreement. This was first moment for you to sit up and suspect-not take positions but to be on guard anyway. When the same person gets out of turn heafty salary rise, once gain without consulting you, this was your second moment to really sit up and suspect even more and form a tentative opinion about things not going exactly the way they should. You could have raised a formal discussion on each of these occassions and the response would have helped you confirm your fears and suspicions and you could have acted ahead of the calamity.
Do not feel bad, but I suppose you have been rather complacement in this episode. Whether it was your goodness or overconfidence and I do not which, but you have in a way allowed the axe to fall upon you!
In our jobs, alertness is our strength and complacency is our worst enemy, especially at least when it concerns our own careers and employment!
You may like to respond and provide any facts that may have got ignored in your first post.
I am always open to change in the face of facts!!
Regards
samvedan
January 5, 2011
----------------
From India, Pune
Dear Friends,
Shall we approach the Human Rights Commission?
Shall we publish this article in THE HINDU on wednesday supplementary - HRD TALK?
Please advise.
B"coz we are also human beings and we are also a kind of workers who are in the managerial cadre.
Thanks and regards,
From India, Madras
Shall we approach the Human Rights Commission?
Shall we publish this article in THE HINDU on wednesday supplementary - HRD TALK?
Please advise.
B"coz we are also human beings and we are also a kind of workers who are in the managerial cadre.
Thanks and regards,
From India, Madras
Dear Friends,
This happens in each and every sector,we should take necessary step to stop this issues in every organization...we HR should be protected from the employers.Till they get the work from us they speak nicely,at the time increment they will create issues n pull us down,telling the issue.The cost cutting is a tatic followed in our sector too...
Please friends suggest some ideas to protects us from the employers...
From India, Madras
This happens in each and every sector,we should take necessary step to stop this issues in every organization...we HR should be protected from the employers.Till they get the work from us they speak nicely,at the time increment they will create issues n pull us down,telling the issue.The cost cutting is a tatic followed in our sector too...
Please friends suggest some ideas to protects us from the employers...
From India, Madras
Dear Friends,
Many more thanks to Ms. Nithya for giving me a supportive comment from her end.
Actually, we the HR Professionals are being considered as a tools & instruments which are used for assembling an engine and once the engine gets ready, they are throwing away those tools & instruments which are not required further.
So, something should be done to protect us and our profession.
Expecting many more supportive hands on this issue and we need to bring it to the light by publishing it in leading newspapers.
Thanks.
From India, Madras
Many more thanks to Ms. Nithya for giving me a supportive comment from her end.
Actually, we the HR Professionals are being considered as a tools & instruments which are used for assembling an engine and once the engine gets ready, they are throwing away those tools & instruments which are not required further.
So, something should be done to protect us and our profession.
Expecting many more supportive hands on this issue and we need to bring it to the light by publishing it in leading newspapers.
Thanks.
From India, Madras
Hi,
I have gone through all the posts and responses and would like to state that:
We as HR managers also ask employees to part with company on immediate basis on various grounds i.e. discipline, performance or integrity etc. There is nothing new in this episode, but now this has happened with someone from HR fraternity which is highlighted and there are many cases which were not talked about or discussed.
Though, I sympathise with you and would pray no one gets hit by such incidents but there must be issues which forced management to hire an Executive,,,, for you to think over.
As Samvedan has rightly pointed out; your agility and pre-emptive appraoch would have dealt with all what happened in graceful way. Was there any need in terms of work load to hire another person in team; if no, must had been discussed to clarify which would have given clear understanding of management stance for you.
But yes, I agree that there must be a forum which escaltes such issues where managment has acted in unjust manner with HR Professionals. We as human being have certain committments and should be compensated appropriately if we are right at our end; though managment is free to take their own decisions.
This should not be in the form of road blocking or dharna, rather a very civil and professional.
Best wishes,
R K Pandey
09818136876
From India, Lucknow
I have gone through all the posts and responses and would like to state that:
We as HR managers also ask employees to part with company on immediate basis on various grounds i.e. discipline, performance or integrity etc. There is nothing new in this episode, but now this has happened with someone from HR fraternity which is highlighted and there are many cases which were not talked about or discussed.
Though, I sympathise with you and would pray no one gets hit by such incidents but there must be issues which forced management to hire an Executive,,,, for you to think over.
As Samvedan has rightly pointed out; your agility and pre-emptive appraoch would have dealt with all what happened in graceful way. Was there any need in terms of work load to hire another person in team; if no, must had been discussed to clarify which would have given clear understanding of management stance for you.
But yes, I agree that there must be a forum which escaltes such issues where managment has acted in unjust manner with HR Professionals. We as human being have certain committments and should be compensated appropriately if we are right at our end; though managment is free to take their own decisions.
This should not be in the form of road blocking or dharna, rather a very civil and professional.
Best wishes,
R K Pandey
09818136876
From India, Lucknow
Dear Friends,
Once again i would like to express that the HR Executive itself is being appointed by the General Manager not by the HR Manager's consent. She, being a female who came at last, has been given the preference for employment rather than me.
Now please tell me how to go about this issue. Shall we publish it HRD Talk in THE HINDU?
Expecting your reply,
Thanks & Regards,
From India, Madras
Once again i would like to express that the HR Executive itself is being appointed by the General Manager not by the HR Manager's consent. She, being a female who came at last, has been given the preference for employment rather than me.
Now please tell me how to go about this issue. Shall we publish it HRD Talk in THE HINDU?
Expecting your reply,
Thanks & Regards,
From India, Madras
Hello Prabhakar Sir,
Good morning...
Yes sir we can publish it Newspaper.Many of the top companies are doing that only,we have to stop these issues sir.Am also the person affected like you.Am always there to support you sir...
From India, Madras
Good morning...
Yes sir we can publish it Newspaper.Many of the top companies are doing that only,we have to stop these issues sir.Am also the person affected like you.Am always there to support you sir...
From India, Madras
Dear Nithya Madam,
Good Morning and Thanks a lot for your support in this issue.
If we want to publish it in THE HINDU, it should be published on wednesdays under the topic HRD TALK.
I would like to know to which e-mail ID we need to forward the said content. I am not going to mention the name of the hotel, General Manager, etc., But it should be catching for the readers' eyes so that they themselves will come to know about it.
Am i Right or wrong?
Please guide me, if I am wrong.
Thanks & Regards,
From India, Madras
Good Morning and Thanks a lot for your support in this issue.
If we want to publish it in THE HINDU, it should be published on wednesdays under the topic HRD TALK.
I would like to know to which e-mail ID we need to forward the said content. I am not going to mention the name of the hotel, General Manager, etc., But it should be catching for the readers' eyes so that they themselves will come to know about it.
Am i Right or wrong?
Please guide me, if I am wrong.
Thanks & Regards,
From India, Madras
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