Yes , me personally think that an HR Manager can not take any action against the CEO of the company
From India, Guwahati
From India, Guwahati
Dear,
Please keep an option before you take any action against your CEO because rules may differ from rabbits to lions many times we take action against rabbits but not to lions. But rules is a rules if he is paid employee you can do but keep an option in another job then go ahead because rabbit wont retaliate but lions do mostly.
From India, Selam
Please keep an option before you take any action against your CEO because rules may differ from rabbits to lions many times we take action against rabbits but not to lions. But rules is a rules if he is paid employee you can do but keep an option in another job then go ahead because rabbit wont retaliate but lions do mostly.
From India, Selam
Hi Shrini, First of all please keep your next job offer ready before you start a healthy argument with CEO.
From India, Mumbai
3From India, Mumbai
Hi
As far as the CEO is in Employee Position as a HR Manager you can take the issue up to Chairman or MD but ultimate action to be taken by Chairman or MD.Even though CEO is head in taking strategic HR decision issue can be bypassed to Chairman provided that the issue is strongly opposing HR policy. Better Keep an Offer in Hand before proceeding further.As you have not clearly mentioned about the authority level after CEO.
Regards
Suman
From India, Hyderabad
As far as the CEO is in Employee Position as a HR Manager you can take the issue up to Chairman or MD but ultimate action to be taken by Chairman or MD.Even though CEO is head in taking strategic HR decision issue can be bypassed to Chairman provided that the issue is strongly opposing HR policy. Better Keep an Offer in Hand before proceeding further.As you have not clearly mentioned about the authority level after CEO.
Regards
Suman
From India, Hyderabad
Hi,
Please let me know the size of your organisation and the reporting person of yours. Please also mention your hierarchy of your organisation. If the gravity of the action of your CEO is so absurd or it is of a mojor concern ...do escalate the issue to the top authority like the Boad of Directors some thing like that .... I would advice if it is of so un tolerable or life and death situation...mention the issue to his wife or CEO's parents.
See think of Newton's law every action has opposite and equal reaction. Might be bigger than that also.
Think of consequences of Pearl Harbour to Hiroshima and Nagasaki (Atom Bombs).
From India, Srikakulam
Please let me know the size of your organisation and the reporting person of yours. Please also mention your hierarchy of your organisation. If the gravity of the action of your CEO is so absurd or it is of a mojor concern ...do escalate the issue to the top authority like the Boad of Directors some thing like that .... I would advice if it is of so un tolerable or life and death situation...mention the issue to his wife or CEO's parents.
See think of Newton's law every action has opposite and equal reaction. Might be bigger than that also.
Think of consequences of Pearl Harbour to Hiroshima and Nagasaki (Atom Bombs).
From India, Srikakulam
DEAR,
might be ur not reaching to the view of CEO. check ur knowledge.... in hierarchy authority runs from top to bottom means the policy n procedures of the organisation are formulated by the top management so middle level management should understand the concept of the policy n the objective of the company. being middle u have to change according to the top level.. if that is not the condition it shows that ur going aginst to the streem.. work with responsibility, that should be in the limits/boundry. if CEO did wrong itz mistake of you. n all his subordinates. update ur knowledge with CEO's thought.... wishes.
regards
sanjayKANAGALA
RIMS-MBA,KAKINADA.
From India, Vijayawada
might be ur not reaching to the view of CEO. check ur knowledge.... in hierarchy authority runs from top to bottom means the policy n procedures of the organisation are formulated by the top management so middle level management should understand the concept of the policy n the objective of the company. being middle u have to change according to the top level.. if that is not the condition it shows that ur going aginst to the streem.. work with responsibility, that should be in the limits/boundry. if CEO did wrong itz mistake of you. n all his subordinates. update ur knowledge with CEO's thought.... wishes.
regards
sanjayKANAGALA
RIMS-MBA,KAKINADA.
From India, Vijayawada
Hi Srinivasan,
It is of utmost importance to be positive as a HR personnel and taking action alone cannot solve the problems. It sounds very autocratic. I am sorry, I dont mean to be harsh but I see a lot of people doing this. Its not that, you are a HR Manager and you can take action against anyone but I would suggest you work around the problem and turn it into an oppurtunity. If you can convince your CEO to fall in line, it would set a great example for others.
In any case, you have not mentioned the offence commited by your CEO and only based on understanding the offense he has committed, someone can suggest a solution. Nevertheless, I would say that, taking action against CEO is absurd and he is immuned to your actions.
Regards,
Muthukumar K
From India, Mumbai
It is of utmost importance to be positive as a HR personnel and taking action alone cannot solve the problems. It sounds very autocratic. I am sorry, I dont mean to be harsh but I see a lot of people doing this. Its not that, you are a HR Manager and you can take action against anyone but I would suggest you work around the problem and turn it into an oppurtunity. If you can convince your CEO to fall in line, it would set a great example for others.
In any case, you have not mentioned the offence commited by your CEO and only based on understanding the offense he has committed, someone can suggest a solution. Nevertheless, I would say that, taking action against CEO is absurd and he is immuned to your actions.
Regards,
Muthukumar K
From India, Mumbai
The Board of Directors and Legal Managers do have right to raise the level of charges. An executive level can't Directly or indirectly charge CEO. The level of charges procedures need to executed from level of seniority.
From India, Nagpur
From India, Nagpur
Hi
CEO is the pivot of an organisation and for him it is the HR which needs to set direction on what the organisation is (people) and bench mark practices with the market to ensure a motivated and charged team.
HR has the right to put its thought in case the CEO violates the policies and higher forums in the organisation should be made aware of these things.
Regards
Sudha
From India, Madras
CEO is the pivot of an organisation and for him it is the HR which needs to set direction on what the organisation is (people) and bench mark practices with the market to ensure a motivated and charged team.
HR has the right to put its thought in case the CEO violates the policies and higher forums in the organisation should be made aware of these things.
Regards
Sudha
From India, Madras
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