Hello Seniors,
I am a fresh BBA graduate, but luckily I have recently got a job as H.R in a newly setup I.T firm. Now, the problem is that the employees of our company are really unhappy with the management. They have issues related to salary calculation, office timing, no Saturday off etc. Sales people also have problems with high targets and improper management. Employees have discussed these problems with me, I know Management is on the wrong side and I have discussed all these issues with management, but of no use. They hardly take any decision in favor of employees. My boss says that I should not think like an employee and take management's side and should know how to take work from employees. What should I do? Sometimes I get emotional and agree with employees when they talk about changing their job. Is this wrong? Please guide me on how should I behave. Management also wants me to be strict, but I am just 21 and am not able to think from Managements side
From India, Pune
3I am a fresh BBA graduate, but luckily I have recently got a job as H.R in a newly setup I.T firm. Now, the problem is that the employees of our company are really unhappy with the management. They have issues related to salary calculation, office timing, no Saturday off etc. Sales people also have problems with high targets and improper management. Employees have discussed these problems with me, I know Management is on the wrong side and I have discussed all these issues with management, but of no use. They hardly take any decision in favor of employees. My boss says that I should not think like an employee and take management's side and should know how to take work from employees. What should I do? Sometimes I get emotional and agree with employees when they talk about changing their job. Is this wrong? Please guide me on how should I behave. Management also wants me to be strict, but I am just 21 and am not able to think from Managements side
From India, Pune
What I think is you should not think like this you should try to mold your self according to the management requirement if you will not do so they will definitely create some problems for you they will start highlighting your non professional and immature behavior what I believe is that we should not let down our self in front of anyone and should try to get rid of our weakness instead of highlighting those in front of every one…you should ask that how you can make your self more competent and more responsible.
From Pakistan, Lahore
From Pakistan, Lahore
Dear Aakriti,
As i understand this is your first job. Please make few things clear that the Management is always right when it comes to small IT firms where employee base is low (How much is yours?).
In the above case, you have to be a bridge between Employee and Management, but you have you have to be on the Management side becasue HR is appointed by Management and not employee.
Employee changes but Management remains the same. You just try to covince the employee's that this situtaion will change, you will get good salary soon etc... Hope you understand!
From India, Pune
As i understand this is your first job. Please make few things clear that the Management is always right when it comes to small IT firms where employee base is low (How much is yours?).
In the above case, you have to be a bridge between Employee and Management, but you have you have to be on the Management side becasue HR is appointed by Management and not employee.
Employee changes but Management remains the same. You just try to covince the employee's that this situtaion will change, you will get good salary soon etc... Hope you understand!
From India, Pune
Hello Aakriti Kalla,
I shall suggest you a different method. As you mentioned, it's a new set up why don't you come up with a proposal on HR policies? HR policies is a tool whereby Management and Employees both have to abide it. So there is no question of giving false assurances to employees (which is wrong also) and not to make management unhappy.
See it works 50 - 50, management has to know it has to take note of employee's grievances at the same time employees should understand the work related decipline and everything will not be as they wish it should be.
As an HR, our stand should be no favouritism to anyone - not management nor employees but to have a rational stand and keep the business running.
I understand you are a fresher but take it as a challenge. Consult experts from your sources how you can frame HR policies. Do not be emotional and take stress. Take the caution, when you are listening to your employees do not uttar a bad word about management, only listen to them and decide later. It may also happen, once employees know you take everything as they tell, they will trouble you with even small causes.
Explain your management, you are there to work as bridge between both. Human capital is regarded as the best asset and they have to regard it too.
All the best !
Regards,
Vaishalee Parkhi
From India, Pune
I shall suggest you a different method. As you mentioned, it's a new set up why don't you come up with a proposal on HR policies? HR policies is a tool whereby Management and Employees both have to abide it. So there is no question of giving false assurances to employees (which is wrong also) and not to make management unhappy.
See it works 50 - 50, management has to know it has to take note of employee's grievances at the same time employees should understand the work related decipline and everything will not be as they wish it should be.
As an HR, our stand should be no favouritism to anyone - not management nor employees but to have a rational stand and keep the business running.
I understand you are a fresher but take it as a challenge. Consult experts from your sources how you can frame HR policies. Do not be emotional and take stress. Take the caution, when you are listening to your employees do not uttar a bad word about management, only listen to them and decide later. It may also happen, once employees know you take everything as they tell, they will trouble you with even small causes.
Explain your management, you are there to work as bridge between both. Human capital is regarded as the best asset and they have to regard it too.
All the best !
Regards,
Vaishalee Parkhi
From India, Pune
Hello Aakriti Kalla,
Mayur Shinde & Vaishalee have said it right--HR is the bridge between the Management & employees & your primary focus/allegiance is to the Company--NOT individuals [it's only a coincidence that the top people & the company can't be segregated in small companies].
Like Vaishalee mentioned, begin by making the Core/important HR policies. This will help you in 2 ways;
1] Once when things are in black & white, most people begin to have a wider view--rather than the way it is now in your case.
2] This will force the Management to think about the Pros & Cons of the rules when they begin to give their OK for the policies. And the employees too will know where the buck stops for them.
Since your's is an IT company, you can also highlight this aspect in your discussions with the management--how tough it is to get the right people in this industry & how easy to loose. Even if someone were to resign, it is usually much more expensive to hire a replacement with the same set of skills.
Again, like Vaishalee mentioned, take this as a challenge--not many get such an opportunity in the beginning of their careers [most often it's to follow some senior, rather than lay down the HR foundations in the company]. This is tough--no doubt, but the professional satisfaction you would get even while in the process would far outweigh the struggle.
And in this process, there would be quite a few opportunities for you to pick-up many soft-skills--like handling people [which is what HR is all about], exposure to core HR functions [you only need to go thru many of the earlier postings in CiteHR to realize how many HR professionals are literally groping to get such openings], etc.
More than the end-result, it's what you learn during the process that will be with you life-long [only the results are retained in the company, if & when you leave]--hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
Mayur Shinde & Vaishalee have said it right--HR is the bridge between the Management & employees & your primary focus/allegiance is to the Company--NOT individuals [it's only a coincidence that the top people & the company can't be segregated in small companies].
Like Vaishalee mentioned, begin by making the Core/important HR policies. This will help you in 2 ways;
1] Once when things are in black & white, most people begin to have a wider view--rather than the way it is now in your case.
2] This will force the Management to think about the Pros & Cons of the rules when they begin to give their OK for the policies. And the employees too will know where the buck stops for them.
Since your's is an IT company, you can also highlight this aspect in your discussions with the management--how tough it is to get the right people in this industry & how easy to loose. Even if someone were to resign, it is usually much more expensive to hire a replacement with the same set of skills.
Again, like Vaishalee mentioned, take this as a challenge--not many get such an opportunity in the beginning of their careers [most often it's to follow some senior, rather than lay down the HR foundations in the company]. This is tough--no doubt, but the professional satisfaction you would get even while in the process would far outweigh the struggle.
And in this process, there would be quite a few opportunities for you to pick-up many soft-skills--like handling people [which is what HR is all about], exposure to core HR functions [you only need to go thru many of the earlier postings in CiteHR to realize how many HR professionals are literally groping to get such openings], etc.
More than the end-result, it's what you learn during the process that will be with you life-long [only the results are retained in the company, if & when you leave]--hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
Daer Recruiter, have pessions fill yourself as groom all problems will sort out by your side.
From India, Pune
From India, Pune
Hello Aakriti kala,
As a New Member in your office, to merge with your team do the followings :
1. 1 st listen the issues of your team feelings officially as well as personally.
2. List down the issues and study and analyse.
3. Resolve the small - small issues from your individuals by the way you can merge with the individuals ( They thought that he receive our issues and properly analysed. ) ( Moreover they will believe you and they will accept you as a team member ).
4. Afterwards you form a Personal team as people like you ( You get in touch with personally ).
5. Then explore the other issues with your HR & top management.
6. Then You prepare the management feedbacks & status, Tgt date of completion w.r.t issues.
7. Then approach individually, and show the sheet with management status in a polite way. and give positive approach.
All the Best
Saravanan
From India, Madras
As a New Member in your office, to merge with your team do the followings :
1. 1 st listen the issues of your team feelings officially as well as personally.
2. List down the issues and study and analyse.
3. Resolve the small - small issues from your individuals by the way you can merge with the individuals ( They thought that he receive our issues and properly analysed. ) ( Moreover they will believe you and they will accept you as a team member ).
4. Afterwards you form a Personal team as people like you ( You get in touch with personally ).
5. Then explore the other issues with your HR & top management.
6. Then You prepare the management feedbacks & status, Tgt date of completion w.r.t issues.
7. Then approach individually, and show the sheet with management status in a polite way. and give positive approach.
All the Best
Saravanan
From India, Madras
Dear Aakriti Kalla,
I appreciate your post, but as a HR Professional, try to understand the problem rather making any conclusion.
1) Company Policy - Always stick to the company policies. If not available, make the policies, document it and circulate to every employee with prior management approval.
2) Terms and Conditions of the employment should be clearly defined - Working Days, Hours, Holidays, Leaves, Dress Code, etc. should be clearly defined. Employee cannot complain after accepting the same.
3) Target - Employee should talk with their reporting manager for the same.
From India
I appreciate your post, but as a HR Professional, try to understand the problem rather making any conclusion.
1) Company Policy - Always stick to the company policies. If not available, make the policies, document it and circulate to every employee with prior management approval.
2) Terms and Conditions of the employment should be clearly defined - Working Days, Hours, Holidays, Leaves, Dress Code, etc. should be clearly defined. Employee cannot complain after accepting the same.
3) Target - Employee should talk with their reporting manager for the same.
From India
Hi Aakriti,
My thoughts:
As a true HR professional your loyalty ought to be to your profession (not to the employer) and you need to abide by professional ethics. Try to bring in HR initiatives - one small step at a time; you will find the difference in the long run.
I would say you need to think like an employee and at the same time take a look at the issues from the management's perspective. After an objective evaluation, if you are still convinced that the management is wrong, try your best to see if you can do something to make things better. But yes, not all organizations are professional. When you attempt to do something different certain organizations may try to make your life difficult. Hang on diplomatically without compromising on your values and keep actively looking for a change of job. To sum up, if the boss is responsive give it a try. If not, you don't have much of an option - because at the end of the day, whether you like it or not, the boss is always right! But believe me there are lot of good places to work.
Thanks
Robin
From India, Kochi
My thoughts:
As a true HR professional your loyalty ought to be to your profession (not to the employer) and you need to abide by professional ethics. Try to bring in HR initiatives - one small step at a time; you will find the difference in the long run.
I would say you need to think like an employee and at the same time take a look at the issues from the management's perspective. After an objective evaluation, if you are still convinced that the management is wrong, try your best to see if you can do something to make things better. But yes, not all organizations are professional. When you attempt to do something different certain organizations may try to make your life difficult. Hang on diplomatically without compromising on your values and keep actively looking for a change of job. To sum up, if the boss is responsive give it a try. If not, you don't have much of an option - because at the end of the day, whether you like it or not, the boss is always right! But believe me there are lot of good places to work.
Thanks
Robin
From India, Kochi
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