Greetings to all seniors
I am facing a major issue in my office while handling the hr department.
Issue is .. My Co.`s Director want me to maintain the discipline in the office.... and there are few ppl who are creating prob. for me.... directors have asked me to be strict for the discipline matters...
If I am strict they go and complain about me to Directors who again create a issue.... if i handle the things with ease directors complain about the DISCIPLINE is there...
There are other snr. persons who want to interfere in my work and want to possess the my rights of taking decision...
Out of 5 directors there is only 1 director who supports me...
Plzzzzz help how to handle the things!!!!!
Waiting for rply
From India, Delhi
3I am facing a major issue in my office while handling the hr department.
Issue is .. My Co.`s Director want me to maintain the discipline in the office.... and there are few ppl who are creating prob. for me.... directors have asked me to be strict for the discipline matters...
If I am strict they go and complain about me to Directors who again create a issue.... if i handle the things with ease directors complain about the DISCIPLINE is there...
There are other snr. persons who want to interfere in my work and want to possess the my rights of taking decision...
Out of 5 directors there is only 1 director who supports me...
Plzzzzz help how to handle the things!!!!!
Waiting for rply
From India, Delhi
Take support of " 1 " director & based on that that support try to take support of other " 4 " directors if possible otherwise try to seek support of majority of Directors.
From India, Pune
From India, Pune
My 1st question for you is that Why other 4 directors are not supporting you? Have you ever thought of it? Have you analyzed it?
Try to find a valid answer for this... Sit with your director who supports you if possible and try to make him to understand your situation…an assignment that has been given to you is very difficult task which can not be done without the support of top level.
Do make yourself comfortable and perfect before implementing anything… Try to make other 4 directors to understand your stand with the help of your director before preceding any action…
The problem that you have mentioned here is a universal phenomenon which you can not avoid, it would be there in every where & this is the place you can show your leadership quality, take it in a positive sense and work smartly…..
Hard work will never work out here so work smartly & think before you do…
Gud luck…
M.Kannan
From India, Madurai
Try to find a valid answer for this... Sit with your director who supports you if possible and try to make him to understand your situation…an assignment that has been given to you is very difficult task which can not be done without the support of top level.
Do make yourself comfortable and perfect before implementing anything… Try to make other 4 directors to understand your stand with the help of your director before preceding any action…
The problem that you have mentioned here is a universal phenomenon which you can not avoid, it would be there in every where & this is the place you can show your leadership quality, take it in a positive sense and work smartly…..
Hard work will never work out here so work smartly & think before you do…
Gud luck…
M.Kannan
From India, Madurai
I totally agree with the comment of Mr.M.Kannan,
You need to first of all find the reason of not supporting you, then only you can further proceed to take any action because in any organisation any change cannot exist until and unless there is not a support of your top management.
From India, New Delhi
You need to first of all find the reason of not supporting you, then only you can further proceed to take any action because in any organisation any change cannot exist until and unless there is not a support of your top management.
From India, New Delhi
To solve any issue, the communication is very much important. If you are being hired to manage the resources then talk clearly about the problems created by other employees to the management and
ask from them to give you the authority to solve the issue at your end (as they want from you).
If you have got the order to manage the resources anyhow.. then you must have that much level of authority to stop the wrong things happening there.
Very first thing is to gain the trust of your management by doing thing in the way they say and then try to make them convince.
From India, Delhi
ask from them to give you the authority to solve the issue at your end (as they want from you).
If you have got the order to manage the resources anyhow.. then you must have that much level of authority to stop the wrong things happening there.
Very first thing is to gain the trust of your management by doing thing in the way they say and then try to make them convince.
From India, Delhi
Hi Lakshika,
Usually this happens. With low or high, such problems arises to every one.
But according to me, being a HR person, you need to be calm and very positive in you tasks / targets.
I can understand your situation and can imagine the way you are working.
my suggesion would be, first of all, lets understand your role with all the discriptions. Make a important things you are performing. Try to understand on which matters, your co-staff gets against you. Are there any mis-understandings between your way of working and their way of understanding. If possible, try to review your decisions. Perhaps, in such decisions, they may have some hurt. If yes, try to have a clear dialog with them. Try to present them your correct ways and clear intentions of wokring. Slowly, they will start to understand yourself. Initially you will feel unconfirtable, but once you understand their thinking, you can have the correct methods to put up your thoughts. I think, you must try this, it will definately work..
Regarding your BOSSes, at this level dont try to convince them. As the time passes and once your co-staff will be in fovour you, the other bosses will automatically change their views towards you.
Try this and get the experience of change in attitude.. because, in your further carrer, you have to face such problem. so try to develop yourself so as to change it...
For any help, you may write to me at 'hr@balajiamines.com'
Best wishes and Regards,
Atul S Malve
From India, Sholapur
Usually this happens. With low or high, such problems arises to every one.
But according to me, being a HR person, you need to be calm and very positive in you tasks / targets.
I can understand your situation and can imagine the way you are working.
my suggesion would be, first of all, lets understand your role with all the discriptions. Make a important things you are performing. Try to understand on which matters, your co-staff gets against you. Are there any mis-understandings between your way of working and their way of understanding. If possible, try to review your decisions. Perhaps, in such decisions, they may have some hurt. If yes, try to have a clear dialog with them. Try to present them your correct ways and clear intentions of wokring. Slowly, they will start to understand yourself. Initially you will feel unconfirtable, but once you understand their thinking, you can have the correct methods to put up your thoughts. I think, you must try this, it will definately work..
Regarding your BOSSes, at this level dont try to convince them. As the time passes and once your co-staff will be in fovour you, the other bosses will automatically change their views towards you.
Try this and get the experience of change in attitude.. because, in your further carrer, you have to face such problem. so try to develop yourself so as to change it...
For any help, you may write to me at 'hr@balajiamines.com'
Best wishes and Regards,
Atul S Malve
From India, Sholapur
I think that the problem here is more along the line of expectation and communication.
What do the Director's expect of the employees? Better productivity; Less absenteeism/tardiness; more involvement in making things more efficienctly (cost effective as well as quality); More positive responses to customer demands/inquiries, or similiar problems. You don't know how to play the game unless you know the rules.
Similarly, you can communicate the expectations of the Director's to the lower levels, including supervisors, who should become you allies. Greater communication of expectations, and the adminstration of discipline if those expectations are not met, will make the supervisor's job easier.
Should the employees complain to a Director, the Director should inform the employee that he endorses your actions, and, in fact, has developed the list of expectations with you and the other Directors.
Seeing that the historical avenues of redress have been closed, and in fact the Director is siding with you, the employee has two choices: abide by the new rules, or leave the company.
Finally, do not be afraid to impose discipline on thoses employees who will seek to challenge your authority. If the Company has a set of Rules for Good Order, enforce them in an even handed manner. Discipline is designed as a corrective measure, not a punative response to an employee's disregard of the rules, especially if the violation is minor.
In those cases, discipline should be "progressive", starting with informal counselling, then, with each successive violation of the Rules, formal counselling with documentation of the event placed in the employee's file, formal letter of reprimand, one day suspension, with pay, 3 day suspension, and finally, suspension subject to discharge.
In major cases, gross insubordination, fighting, possession of alcohol and/or drugs, destruction of Company property, theft, and the like, immediate termination is warranted.
In any situtation involving termination, an immediate investigation of the facts and circumstance should be undertaken to sort out the facts, rather than rely on fiction, to determine whether the suspension should be turned into a termination or reversed and permit the employee to return to work.
Hope this has been helpful.
PALADIN
From United States,
What do the Director's expect of the employees? Better productivity; Less absenteeism/tardiness; more involvement in making things more efficienctly (cost effective as well as quality); More positive responses to customer demands/inquiries, or similiar problems. You don't know how to play the game unless you know the rules.
Similarly, you can communicate the expectations of the Director's to the lower levels, including supervisors, who should become you allies. Greater communication of expectations, and the adminstration of discipline if those expectations are not met, will make the supervisor's job easier.
Should the employees complain to a Director, the Director should inform the employee that he endorses your actions, and, in fact, has developed the list of expectations with you and the other Directors.
Seeing that the historical avenues of redress have been closed, and in fact the Director is siding with you, the employee has two choices: abide by the new rules, or leave the company.
Finally, do not be afraid to impose discipline on thoses employees who will seek to challenge your authority. If the Company has a set of Rules for Good Order, enforce them in an even handed manner. Discipline is designed as a corrective measure, not a punative response to an employee's disregard of the rules, especially if the violation is minor.
In those cases, discipline should be "progressive", starting with informal counselling, then, with each successive violation of the Rules, formal counselling with documentation of the event placed in the employee's file, formal letter of reprimand, one day suspension, with pay, 3 day suspension, and finally, suspension subject to discharge.
In major cases, gross insubordination, fighting, possession of alcohol and/or drugs, destruction of Company property, theft, and the like, immediate termination is warranted.
In any situtation involving termination, an immediate investigation of the facts and circumstance should be undertaken to sort out the facts, rather than rely on fiction, to determine whether the suspension should be turned into a termination or reversed and permit the employee to return to work.
Hope this has been helpful.
PALADIN
From United States,
Dear Lakshika,
You must understand that as an HR personnel, you cannot please every one and even all of directors at a time.
However, it will be like hitting in the dark without knowing the fact about which of the Director you are directly answerable.
So, Before I suggest you any solution to get rid of your problem, please indicate whether you are accountable to the director who supports you or any one of the other four directors who oppose your actions?
From India, Delhi
You must understand that as an HR personnel, you cannot please every one and even all of directors at a time.
However, it will be like hitting in the dark without knowing the fact about which of the Director you are directly answerable.
So, Before I suggest you any solution to get rid of your problem, please indicate whether you are accountable to the director who supports you or any one of the other four directors who oppose your actions?
From India, Delhi
Dear Lakshika,
You must understand that as an HR personnel, you cannot please every one and even all of directors at a time.
However, it will be like hitting in the dark without knowing the fact about which of the Director you are directly answerable.
So, Before I suggest you any solution to get rid of your problem, please indicate whether you are accountable to the director who supports you or any one of the other four directors who oppose your actions?
Mind it, some superiors have dual policies to get thigs done by making tools of the juniors and then condemn them to make others feel good about them. So, you need to be cautious about such superiors.
From India, Delhi
You must understand that as an HR personnel, you cannot please every one and even all of directors at a time.
However, it will be like hitting in the dark without knowing the fact about which of the Director you are directly answerable.
So, Before I suggest you any solution to get rid of your problem, please indicate whether you are accountable to the director who supports you or any one of the other four directors who oppose your actions?
Mind it, some superiors have dual policies to get thigs done by making tools of the juniors and then condemn them to make others feel good about them. So, you need to be cautious about such superiors.
From India, Delhi
- There seems to be subjectivity in the concept of discipline, adherence of discipline and penalties for indiscipline. Define all these get it ratified by all directors and there will be less problems.
- In short, what you need to do is define policies and rules relating to indiscipline, get it signed by all directors, communicate rules with all employees and then strictly implement the rules.
From India, Pune
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