Hey Abhishek,
Now this comment of yours--Ithink tat man was frustrated by his wife :grin: :grin: --gets me thinking...............I only hope & wish it wasn't the other way round w.r.t Priyanka & Preeti???
Just joking Priyanka/Preeti...cool down.
Rgds,
TS
From India, Hyderabad
1637Now this comment of yours--Ithink tat man was frustrated by his wife :grin: :grin: --gets me thinking...............I only hope & wish it wasn't the other way round w.r.t Priyanka & Preeti???
Just joking Priyanka/Preeti...cool down.
Rgds,
TS
From India, Hyderabad
Dear Priyanka
This can happen to anybody , even of you were not in hr . We shoudnt think that , we are in HR so employees should teart us differently . May be the person who spoke to you rudely , this is the way he speaks to everybody otherwise only because of space problem nobody will tell HR that you are playing politics , this is very funny . You should laugh on such people. Cool you head and egnore and concentrate on your work.
From India, Pune
This can happen to anybody , even of you were not in hr . We shoudnt think that , we are in HR so employees should teart us differently . May be the person who spoke to you rudely , this is the way he speaks to everybody otherwise only because of space problem nobody will tell HR that you are playing politics , this is very funny . You should laugh on such people. Cool you head and egnore and concentrate on your work.
From India, Pune
Hello
Preeti n Priyanka,
HR is always a point to comment in every organisation.
If employee has a problem regarding a misconduct HR is expected first to resolve it but if HR person himself is facing a problem then no one is there to resolve.
Look if such thing happens then first let your boss be arware of it. Thats it.
We have to keep an ice in our brain and work. Its better to analyze the situation think and take a decision always.
From India, Mumbai
Preeti n Priyanka,
HR is always a point to comment in every organisation.
If employee has a problem regarding a misconduct HR is expected first to resolve it but if HR person himself is facing a problem then no one is there to resolve.
Look if such thing happens then first let your boss be arware of it. Thats it.
We have to keep an ice in our brain and work. Its better to analyze the situation think and take a decision always.
From India, Mumbai
Hello Priyanka & Preeti,
As we are HR professional never maind the frustration of employee because we are the doctor and doing HR prctice to handle and the motivate the employee toward the oraganisation goal. My question is Why this problem arise ? if you know the problem what step you have taken to solve it.:?:
With Regards
S.Mohd.Shuaib
From India, Mumbai
As we are HR professional never maind the frustration of employee because we are the doctor and doing HR prctice to handle and the motivate the employee toward the oraganisation goal. My question is Why this problem arise ? if you know the problem what step you have taken to solve it.:?:
With Regards
S.Mohd.Shuaib
From India, Mumbai
Hi Priyanka,
I appreciate the views posted so far by the respected members except the last sentence of Asha (usually men come with such silly issues).
This will definitely help you to tackle such situations. See HR people have to be polite as well as tough in actions. They should have the character to face the worst conditions with the well balanced combination of politeness and aggression which it is very difficult for the women to possess. Of course exceptions are always there.
You are to play a role of mediator between employees and management.
As far as your case in concerned, you should have taken the employee in confidence. You should have experienced the condition in which the employee is working by going to his place of work (which it is difficult for women). Proper assessment was to be made in the presence of that complainant employee. You should have assured him to look for better solution and then you should have consulted with your admin dept and then appropriate reply to be given in consultation with your boss/director/senior authority.
You have to be neutral and open minded while acting on the employee grievances.
Please remove the misconceptions that men usually come with such silly situations. The world is same as you are with the world. Only patience are required.
Have a Happy Thoughts.
From India, Pune
I appreciate the views posted so far by the respected members except the last sentence of Asha (usually men come with such silly issues).
This will definitely help you to tackle such situations. See HR people have to be polite as well as tough in actions. They should have the character to face the worst conditions with the well balanced combination of politeness and aggression which it is very difficult for the women to possess. Of course exceptions are always there.
You are to play a role of mediator between employees and management.
As far as your case in concerned, you should have taken the employee in confidence. You should have experienced the condition in which the employee is working by going to his place of work (which it is difficult for women). Proper assessment was to be made in the presence of that complainant employee. You should have assured him to look for better solution and then you should have consulted with your admin dept and then appropriate reply to be given in consultation with your boss/director/senior authority.
You have to be neutral and open minded while acting on the employee grievances.
Please remove the misconceptions that men usually come with such silly situations. The world is same as you are with the world. Only patience are required.
Have a Happy Thoughts.
From India, Pune
No one is having a misconception abt Men :) Trust me. :-D My response to Raghav has cleared it tho...
From India, Madras
From India, Madras
HI, Jus cool down and dont be so emotional. Being an HR we need to come across different kinds of people with dfferent behavioural aspects . so be coooool
From India, Madras
From India, Madras
Dear All,
We always find some people difficult to handle. In effect there are no difficult people. The problem is we have to learn to deal with difficult situations. From what has been stated I gather that handling of the problem left much to be desired. You as HR person are to take resposibility and see to it that staff has comfortable environment to function. Some of the employees may demand more than their share-so what is to be done. It is important that we not only take all possible measures within the constraints of the organisation but explain the rationale behind the decision/solution arrived at by you. None of these steps were taken leading to frustration, anger and outburst. I recommend that without loosing any more time you organise training on the subject (a) Interpersonal Relations (b) Handling Difficult people (c) Business Etiquette. Please do not take it personal. You wanted seniors to advise-in my view you need to act now rather that getting caught up in a web of confrotation by noting down what each of the emplotees said to you.
With best wishes,
Brigadier Ashwani Kumar
From India, Delhi
We always find some people difficult to handle. In effect there are no difficult people. The problem is we have to learn to deal with difficult situations. From what has been stated I gather that handling of the problem left much to be desired. You as HR person are to take resposibility and see to it that staff has comfortable environment to function. Some of the employees may demand more than their share-so what is to be done. It is important that we not only take all possible measures within the constraints of the organisation but explain the rationale behind the decision/solution arrived at by you. None of these steps were taken leading to frustration, anger and outburst. I recommend that without loosing any more time you organise training on the subject (a) Interpersonal Relations (b) Handling Difficult people (c) Business Etiquette. Please do not take it personal. You wanted seniors to advise-in my view you need to act now rather that getting caught up in a web of confrotation by noting down what each of the emplotees said to you.
With best wishes,
Brigadier Ashwani Kumar
From India, Delhi
Dear Priyanka,
First of all keep in mind that HR is not personal assistant or secretary to anybody. If there's any problem HR professionals are to help the settlement.
Second, it clearly indicates the poor management, poor policy and conduct. (Discuss with management and develop a policy for behaviour and conduct).
You can't issue warning letter without prior authorization by Management and as your Director is not interested to take any serious action, you're not in position to react and if you do so, it'll blame on your personal revenge and will hit your profession.
No doubt many problems and conflicts crop ups while practicing Human Resources and a professional handles all the issues. (Keep in mind that conflicts can't be eliminated but can be minimized with good HR Practices.
In your case specially, it seems congestion of infrastructure. Normally in production units, there're no discussions allowed that may effect on someone's concentration and for that separate discussion rooms are designed. As IT is 100% dependant of 100% of concentration and for that just discuss with management to maintain a good environment that increase proficiency of employees.
In the last, I urge to understand the role of HR. Good HR have the qualities to design and implement the policies and administer all the issues before they reach on peak.
Best Regards,
SM Alam
Executive HR
From Oman, Muscat
First of all keep in mind that HR is not personal assistant or secretary to anybody. If there's any problem HR professionals are to help the settlement.
Second, it clearly indicates the poor management, poor policy and conduct. (Discuss with management and develop a policy for behaviour and conduct).
You can't issue warning letter without prior authorization by Management and as your Director is not interested to take any serious action, you're not in position to react and if you do so, it'll blame on your personal revenge and will hit your profession.
No doubt many problems and conflicts crop ups while practicing Human Resources and a professional handles all the issues. (Keep in mind that conflicts can't be eliminated but can be minimized with good HR Practices.
In your case specially, it seems congestion of infrastructure. Normally in production units, there're no discussions allowed that may effect on someone's concentration and for that separate discussion rooms are designed. As IT is 100% dependant of 100% of concentration and for that just discuss with management to maintain a good environment that increase proficiency of employees.
In the last, I urge to understand the role of HR. Good HR have the qualities to design and implement the policies and administer all the issues before they reach on peak.
Best Regards,
SM Alam
Executive HR
From Oman, Muscat
Dear Priyanaka,
In our worklife, we all pass through similar situations. Once in a while there will be some one who will who will stand up and shout. But as professionals, we need to react with cool mind and know where lies the real problem and find a solution to it. We are paid for that. Do you see a HR opportunity in this situation. If you do, then you already have a solution.
If I was you, I would go to the Director and tell him, "Sir, it is time we need to impart some behavioural skills to our technical people", and give him a plan for holding a workshop. This approach will not only help you to make the guilty realize his mistake, but will also establish you as a real professional.
Best of luck !
Jatinder Vijh
From India, Chandigarh
In our worklife, we all pass through similar situations. Once in a while there will be some one who will who will stand up and shout. But as professionals, we need to react with cool mind and know where lies the real problem and find a solution to it. We are paid for that. Do you see a HR opportunity in this situation. If you do, then you already have a solution.
If I was you, I would go to the Director and tell him, "Sir, it is time we need to impart some behavioural skills to our technical people", and give him a plan for holding a workshop. This approach will not only help you to make the guilty realize his mistake, but will also establish you as a real professional.
Best of luck !
Jatinder Vijh
From India, Chandigarh
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