Dear All,
One of my friend working in one company as HR since one year. His companies VP ( Head of the company) decided not having any induction for new joiners. He is also not in favor of having Exit interviews and other employee engagement activities ( "It's all time waste as per his view") . My friend asked me to How to deal with this situation. He has 80 employees in the company.
He is now reporting to VP only ( due to mngt changes)
I would like to know your thoughts about it.
regards
PD
From India, Pune
5One of my friend working in one company as HR since one year. His companies VP ( Head of the company) decided not having any induction for new joiners. He is also not in favor of having Exit interviews and other employee engagement activities ( "It's all time waste as per his view") . My friend asked me to How to deal with this situation. He has 80 employees in the company.
He is now reporting to VP only ( due to mngt changes)
I would like to know your thoughts about it.
regards
PD
From India, Pune
Dear Friend,
Your concern to the organisation and the truth that is on ground are not that much different where many a organisation face, as your friend is very much interested in the induction program and exit interview both are really and indeed need of the hour. We cannot simply say the company policy is not allowing induction program and exit interview. At present the organisation may not face higher attrition rate at the later date in a phased format both the situation may warrant. Since, you have mentioned only about organisation there is no clear say of service industry, manufacturing industry or any other organisation where your friend is put in.
Ask your friend to comb the situation in a persistent way, find out the similar industries/organisation where they have failed to implement the induction program resulted in indiscipline and non-co-operation of work force, also, ask your friend to clearly inform the VP about the changing situation, also ask him to find out, whether the present VP is having generation gap where the official may fail to recognise the need of the hour, in that case, the VP should have been educated, and your friend should find out a consultant for this purpose.
Since, your friend seems to have been adequately in favour of induction training, better get the help of some consultants arranged with the VP for these programs in the organisation. This will help him out from the situation...
best of luck .......
From India, Arcot
Your concern to the organisation and the truth that is on ground are not that much different where many a organisation face, as your friend is very much interested in the induction program and exit interview both are really and indeed need of the hour. We cannot simply say the company policy is not allowing induction program and exit interview. At present the organisation may not face higher attrition rate at the later date in a phased format both the situation may warrant. Since, you have mentioned only about organisation there is no clear say of service industry, manufacturing industry or any other organisation where your friend is put in.
Ask your friend to comb the situation in a persistent way, find out the similar industries/organisation where they have failed to implement the induction program resulted in indiscipline and non-co-operation of work force, also, ask your friend to clearly inform the VP about the changing situation, also ask him to find out, whether the present VP is having generation gap where the official may fail to recognise the need of the hour, in that case, the VP should have been educated, and your friend should find out a consultant for this purpose.
Since, your friend seems to have been adequately in favour of induction training, better get the help of some consultants arranged with the VP for these programs in the organisation. This will help him out from the situation...
best of luck .......
From India, Arcot
Hi Prakash,
Please ask your friend to speck to VP and try to make him understand the Importance of Induction and exit interview. Though it is not that easy. But he can try this for once.
This explanation should come in a very positive manner in favor of organisation, then only it may work out.
Good Luck..
From India, Mumbai
Please ask your friend to speck to VP and try to make him understand the Importance of Induction and exit interview. Though it is not that easy. But he can try this for once.
This explanation should come in a very positive manner in favor of organisation, then only it may work out.
Good Luck..
From India, Mumbai
Thanks for your suggestion, Being a HR professional i do understand the importance of Induction and initial orientation towards org culture .
Do you guys think this kind of mentality is good for employee prospective. What are the short term and long term effect of this kind of behavior and the last very important question Do my friend "X" has any growth opportunity in this company
regards
PD
From India, Pune
Do you guys think this kind of mentality is good for employee prospective. What are the short term and long term effect of this kind of behavior and the last very important question Do my friend "X" has any growth opportunity in this company
regards
PD
From India, Pune
These things do happen in unorganized sectors. Best thing is to look for another job and move. Regards Murali
From India, Hyderabad
From India, Hyderabad
Hello PD,
The taste of the pudding is always in the eating.
Ask your friend to do some Exit I/Vs INFORMALLY....maybe 4-5.....and then show the results to his VP. If the VP still doesn't get the advantages of such practices into his head, then I guess your friend is wasting his time here [his VP's opinion about these practices being 'waste of time' would surely prove costly to him & the Company later, but that's HIS problem].
However, your mentioning of Exit I/Vs along with other steps indicates that the attrition here is high.....for the headcount of 80. IF true, all the more a reason for doing Exit I/Vs ASAP.
Coming to other steps like Inductions & other employee engagement activities, suggest ask him to wait until the Exit I/Vs phase is done......these would need the involvement of the VP and/or others meaning your friend wouldn't be able to handle them alone & informally. So until the VP sees some sense in what your friend is suggesting, they have to wait.
If the VP is convinced that there's indeed some logic in the practices/suggestions, then the other suggestions can be brought forth & implemented one-by-one.
Else, like I said, ask your friend to move out ASAP.
There's a Quote one uses in Organizational Psychology: "The work expands or contracts according to the time available for it". In a larger perspective, this can also be applied to such situations......IF your friend continues to stay here despite such mindsets, there's every chance your friend also MIGHT become like his VP along the way & consequently, he just won't fit-in anywhere else. Hope you get the point.
But there's one thing that beats me.......I see that you post quite a few Threads/Postings on behalf of your friends.....when they too are in HR, what's stopping THEM from postings THEIR problems/issues THEMSELVES? Do they need someone else to do it on their behalf? Sounds weird to me.
Why don't you tell them to ASK on their own in CiteHR?
Rgds,
TS
From India, Hyderabad
The taste of the pudding is always in the eating.
Ask your friend to do some Exit I/Vs INFORMALLY....maybe 4-5.....and then show the results to his VP. If the VP still doesn't get the advantages of such practices into his head, then I guess your friend is wasting his time here [his VP's opinion about these practices being 'waste of time' would surely prove costly to him & the Company later, but that's HIS problem].
However, your mentioning of Exit I/Vs along with other steps indicates that the attrition here is high.....for the headcount of 80. IF true, all the more a reason for doing Exit I/Vs ASAP.
Coming to other steps like Inductions & other employee engagement activities, suggest ask him to wait until the Exit I/Vs phase is done......these would need the involvement of the VP and/or others meaning your friend wouldn't be able to handle them alone & informally. So until the VP sees some sense in what your friend is suggesting, they have to wait.
If the VP is convinced that there's indeed some logic in the practices/suggestions, then the other suggestions can be brought forth & implemented one-by-one.
Else, like I said, ask your friend to move out ASAP.
There's a Quote one uses in Organizational Psychology: "The work expands or contracts according to the time available for it". In a larger perspective, this can also be applied to such situations......IF your friend continues to stay here despite such mindsets, there's every chance your friend also MIGHT become like his VP along the way & consequently, he just won't fit-in anywhere else. Hope you get the point.
But there's one thing that beats me.......I see that you post quite a few Threads/Postings on behalf of your friends.....when they too are in HR, what's stopping THEM from postings THEIR problems/issues THEMSELVES? Do they need someone else to do it on their behalf? Sounds weird to me.
Why don't you tell them to ASK on their own in CiteHR?
Rgds,
TS
From India, Hyderabad
Hi,
I appreciate your response, It is said "A friend in need is a friend indeed"...lol
The main idea behind to put practical situation, it will give us good learning. I believe this is the over all idea behind this forum.
regards
PD
From India, Pune
I appreciate your response, It is said "A friend in need is a friend indeed"...lol
The main idea behind to put practical situation, it will give us good learning. I believe this is the over all idea behind this forum.
regards
PD
From India, Pune
Hello PD,
While you are right when you say "A friend in need is a friend indeed", suggest DON'T practice it @ the cost of THEIR personality development.
A true friend OUGHT to ensure he/she makes himself/herself dispensable along the way--instead of making his/her friends totally dependent on him/her.......adapted from the Quote: "A true leader is one who makes himself gradually dispensable".
What would your friends do when you aren't around........for whatever reason(s)?
Rgds,
TS
From India, Hyderabad
While you are right when you say "A friend in need is a friend indeed", suggest DON'T practice it @ the cost of THEIR personality development.
A true friend OUGHT to ensure he/she makes himself/herself dispensable along the way--instead of making his/her friends totally dependent on him/her.......adapted from the Quote: "A true leader is one who makes himself gradually dispensable".
What would your friends do when you aren't around........for whatever reason(s)?
Rgds,
TS
From India, Hyderabad
Dear PD
HR professional final reporting remains with the leader who generally is not from HR. Hence it is obvious on part of him not having appreciation for the traditional HR concepts/tools.
HR pros important role in an organization is that of "advocate". He has to do advocacy for his profession, for employee and for organizational development.
It is a challenge posed before your friend, to prove correlation between carrying out such studies, liquidation of findings of the study into plan of action and producing the result thereof and measuring the result in quantity.
If he is able to do this, his VP will make him the star and will give him freedom implement more such concepts/practices.
Best Luck
Shailesh Parikh
99 98 97 10 65
Vadodara, Gujarat
From India, Mumbai
HR professional final reporting remains with the leader who generally is not from HR. Hence it is obvious on part of him not having appreciation for the traditional HR concepts/tools.
HR pros important role in an organization is that of "advocate". He has to do advocacy for his profession, for employee and for organizational development.
It is a challenge posed before your friend, to prove correlation between carrying out such studies, liquidation of findings of the study into plan of action and producing the result thereof and measuring the result in quantity.
If he is able to do this, his VP will make him the star and will give him freedom implement more such concepts/practices.
Best Luck
Shailesh Parikh
99 98 97 10 65
Vadodara, Gujarat
From India, Mumbai
Dear PD,
The easiest solution for your HR friend is to find other company which have a good corporate culture. The boss here is pretty conservative, and I'm sure that he will not allow exit interview or induction programs in near future. Every HR understands how important employee engagement programs are, and what happens if a company doesn't conduct these. It can lead to high turnover, low productivity and high cost of replacement. If your friend couldn't convince his VP by real evidence, just move on.
Best luck!
From Vietnam, Hanoi
The easiest solution for your HR friend is to find other company which have a good corporate culture. The boss here is pretty conservative, and I'm sure that he will not allow exit interview or induction programs in near future. Every HR understands how important employee engagement programs are, and what happens if a company doesn't conduct these. It can lead to high turnover, low productivity and high cost of replacement. If your friend couldn't convince his VP by real evidence, just move on.
Best luck!
From Vietnam, Hanoi
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