Hi Everyone,
In my organisation, it has been observed that a large part of the Locational HR Manager's time is spent in routine query handling (e.g. leaves, loans, salary, etc) as a result of which their mindset has become very administrative in nature and they feel they are doing a good job of relationship building.
We want to change this scenario. However, we also do not have a budget for bringing in additional automation and being in Corporate HR, its very difficult to get a buy-in from the Business Managers at the location for putting in place a query handling procedure .
I am entrusted this Herculean task. Please guide as to how should I go about it.
Thanks & Regards,
Trina.
From India, Mumbai
In my organisation, it has been observed that a large part of the Locational HR Manager's time is spent in routine query handling (e.g. leaves, loans, salary, etc) as a result of which their mindset has become very administrative in nature and they feel they are doing a good job of relationship building.
We want to change this scenario. However, we also do not have a budget for bringing in additional automation and being in Corporate HR, its very difficult to get a buy-in from the Business Managers at the location for putting in place a query handling procedure .
I am entrusted this Herculean task. Please guide as to how should I go about it.
Thanks & Regards,
Trina.
From India, Mumbai
44
Hi Trina,
Appreciate your approach/thought process especially in this era where most of us donning the above role without realising how to value add to their respective organizations.
We really commend your efforts and the following steps may help:-
* Allocate time for HR executives to respond to these queries every day say 3-4 hours.
* Give presentations & update the Employee benefits by way of sharing the information with employees on a regular basis.
* Look at each queries of areas like leaves, loans if they can be inserted in excel sheet which can be accessed by employees before they send emails to HR. Many times it is just a routine query.
Well look forward to comments and ideas from my colleagues to add thread to this discussion.
Cheers,
Rajat
From India, Pune
Appreciate your approach/thought process especially in this era where most of us donning the above role without realising how to value add to their respective organizations.
We really commend your efforts and the following steps may help:-
* Allocate time for HR executives to respond to these queries every day say 3-4 hours.
* Give presentations & update the Employee benefits by way of sharing the information with employees on a regular basis.
* Look at each queries of areas like leaves, loans if they can be inserted in excel sheet which can be accessed by employees before they send emails to HR. Many times it is just a routine query.
Well look forward to comments and ideas from my colleagues to add thread to this discussion.
Cheers,
Rajat
From India, Pune
HI,
do you have any HR automation system in place ? If yes, then with a very small investment, these can be incorporated in Pay slip itself and employees will be able to know about these things every month. Can you let me know. I can given u more suggestion once I know what kind of HR system is in place in your organization
Daleep
do you have any HR automation system in place ? If yes, then with a very small investment, these can be incorporated in Pay slip itself and employees will be able to know about these things every month. Can you let me know. I can given u more suggestion once I know what kind of HR system is in place in your organization
Daleep
Hi,
Thanks for the inputs !! I work in an healthcare organisation and hence majority of the staff comprise of nurses, customer care executives, technicians, etc and needless to say even though we have an HRIS System built on ORACLE Platform these people have a mind block as far as usage of the same is concerned.
Also, they are so busy throughout the day (some of them work in two shifts) that they do not want to spend additional time writing emails or filling their details in the system. They think its easier approacing the HR personally. Work gets done faster but HR management time is lost.
Regards,
Trina
From India, Mumbai
Thanks for the inputs !! I work in an healthcare organisation and hence majority of the staff comprise of nurses, customer care executives, technicians, etc and needless to say even though we have an HRIS System built on ORACLE Platform these people have a mind block as far as usage of the same is concerned.
Also, they are so busy throughout the day (some of them work in two shifts) that they do not want to spend additional time writing emails or filling their details in the system. They think its easier approacing the HR personally. Work gets done faster but HR management time is lost.
Regards,
Trina
From India, Mumbai
My contract says that I can buy my notice period however employer can stop me for knowledge transfer. My notice period is 90 days but I have given 45 days time and ready to pay for remaining days. I have requested to early release, given them training plan for complete handover but still my employer is not willing to release me in 45 day and they want me to keep for 90 days. Please suggest If they can stop my release letter If I pay for the notice and leave on the date already inform also suggest if I can go legal.
From India, Mumbai
From India, Mumbai
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