Dear Shikhas,
CEOs look to HR to identify problems and offer solutions, and it is not an excuse for us in HR that the CEOs don't know about the issue or do not do anything. If the top people dont know about the issue, we should educate them. We should not just sit back and say, "this is not my problem", especially because employees are looking to us as their first line of defence.
Also, open-ness is impossible without changing the system, and if you already haven't read the presentation on systems thinking and leadership, please do so. Let me know if you are not able to open the file, I will re-attach it.
From India, Kochi
CEOs look to HR to identify problems and offer solutions, and it is not an excuse for us in HR that the CEOs don't know about the issue or do not do anything. If the top people dont know about the issue, we should educate them. We should not just sit back and say, "this is not my problem", especially because employees are looking to us as their first line of defence.
Also, open-ness is impossible without changing the system, and if you already haven't read the presentation on systems thinking and leadership, please do so. Let me know if you are not able to open the file, I will re-attach it.
From India, Kochi
The problem is that we in HR have bosses too, and we are as scared of our bosses as the regular employees. So we are not going to do anything, I can guarantee that.
From India, Bangalore
From India, Bangalore
Nidhi,
What you are referring is someone with "poor leadership qualities". I have seen many companies these days who provide training on "Leadership Skills", which helps managers to some extent. The business unit head & HR head has a huge role to play for guiding/coaching leaders with poor leadership quailities.
Per me,
- Leader with high performance, who lacks leadership qualities must be provided training and close guidance/coaching by unit head and hr. Good if the person changes, else move him/her to individual contribution.
- Leader with avg. performance and lacks leadership qualities, must be kept under performance improvement and terminate
As we know precaution is better than cure, it's always good to be in touch with team members & unit head to find how things are happening and try to fix at initial stage. The unit head & hr plays a major role in identifying such concerns and fixing.
Cheers,
KK
From India, Hyderabad
1What you are referring is someone with "poor leadership qualities". I have seen many companies these days who provide training on "Leadership Skills", which helps managers to some extent. The business unit head & HR head has a huge role to play for guiding/coaching leaders with poor leadership quailities.
Per me,
- Leader with high performance, who lacks leadership qualities must be provided training and close guidance/coaching by unit head and hr. Good if the person changes, else move him/her to individual contribution.
- Leader with avg. performance and lacks leadership qualities, must be kept under performance improvement and terminate
As we know precaution is better than cure, it's always good to be in touch with team members & unit head to find how things are happening and try to fix at initial stage. The unit head & hr plays a major role in identifying such concerns and fixing.
Cheers,
KK
From India, Hyderabad
Hello nidhisk:
>the very fact that so few people have responded to this post shows that
the issue of bad bosses is definitely not being taken seriously enough
by HR professionals.<
Perhaps they take it seriously but they do not want to risk getting fired?
It is the responsibility of the CEO to fix the organization. The HR department can offer to lead the way but the CEO gets what he wants and what he deserves.
>No wonder HR is often seen as either irrelevant or simply an admin role,
rather than a serious value-adding player to employees.<
I place the blame on the executive team especially the top executive.
Employees are not stupid, they know when their assistance is wanted and when it isn't. Too many supervisors, managers and executives never ask and if they do ask they reject the assistance if it doesn't conform with their preconceived ideas.
From United States, Chelsea
>the very fact that so few people have responded to this post shows that
the issue of bad bosses is definitely not being taken seriously enough
by HR professionals.<
Perhaps they take it seriously but they do not want to risk getting fired?
It is the responsibility of the CEO to fix the organization. The HR department can offer to lead the way but the CEO gets what he wants and what he deserves.
>No wonder HR is often seen as either irrelevant or simply an admin role,
rather than a serious value-adding player to employees.<
I place the blame on the executive team especially the top executive.
Employees are not stupid, they know when their assistance is wanted and when it isn't. Too many supervisors, managers and executives never ask and if they do ask they reject the assistance if it doesn't conform with their preconceived ideas.
From United States, Chelsea
Hello Chandra:
>i'm preparing 4 an interview on 5th. please tell me d ans for ur quest
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?<
If you send me an email, see email address below, I'll send you some information to read. Be sure to have "send two reports" as the subject and be sure to let me know how you found me.
From United States, Chelsea
>i'm preparing 4 an interview on 5th. please tell me d ans for ur quest
How do you define talent?
How do you measure talent?
How do you know a candidate’s talent?
How do you know what talent is required by each job?
How do you match a candidate’s talent to the talent demanded by the job to be filled?<
If you send me an email, see email address below, I'll send you some information to read. Be sure to have "send two reports" as the subject and be sure to let me know how you found me.
From United States, Chelsea
Hello kkhrprof:
>What you are referring is someone with "poor leadership qualities".<
Bosses do not need to be good leaders but they do need to be effective managers.
>I have seen many companies these days who provide training on
"Leadership Skills", which helps managers to some extent.<
Employers that train for leadership are hoping that their employees will lead themselves to job success--thus relieving the management team of actually having to manage their employees.
Employers need to train their employees to be good at their jobs, then train some employees to be good at supervising and then train some supervisors to be effective at managing. Future executives then need to trained as well.
>The business unit head & HR head has a huge role to play for
guiding/coaching leaders with poor leadership quailities.<
Are all employees leaders?
>- Leader with high performance, who lacks leadership qualities
must be provided training and close guidance/coaching
by unit head and hr. Good if the person changes, else
move him/her to individual contribution.<
I agree.
>- Leader with avg. performance and lacks leadership qualities,
must be kept under performance improvement and terminate.<
I agree.
>As we know precaution is better than cure, it's always good
to be in touch with team members & unit head to find how
things are happening and try to fix at initial stage. The unit
head & hr plays a major role in identifying such concerns and fixing.<
If we assess for talent prior to the job offer, we can avoid most all performance problems. Of course the assessed applicants must also be competent and qualified to be hired.
From United States, Chelsea
>What you are referring is someone with "poor leadership qualities".<
Bosses do not need to be good leaders but they do need to be effective managers.
>I have seen many companies these days who provide training on
"Leadership Skills", which helps managers to some extent.<
Employers that train for leadership are hoping that their employees will lead themselves to job success--thus relieving the management team of actually having to manage their employees.
Employers need to train their employees to be good at their jobs, then train some employees to be good at supervising and then train some supervisors to be effective at managing. Future executives then need to trained as well.
>The business unit head & HR head has a huge role to play for
guiding/coaching leaders with poor leadership quailities.<
Are all employees leaders?
>- Leader with high performance, who lacks leadership qualities
must be provided training and close guidance/coaching
by unit head and hr. Good if the person changes, else
move him/her to individual contribution.<
I agree.
>- Leader with avg. performance and lacks leadership qualities,
must be kept under performance improvement and terminate.<
I agree.
>As we know precaution is better than cure, it's always good
to be in touch with team members & unit head to find how
things are happening and try to fix at initial stage. The unit
head & hr plays a major role in identifying such concerns and fixing.<
If we assess for talent prior to the job offer, we can avoid most all performance problems. Of course the assessed applicants must also be competent and qualified to be hired.
From United States, Chelsea
KK, I would really urge you to read the "manifesto" that ramk posted...you can pick it up from here.
ChangeThis :: Why Your Boss is Programmed to be a Dictator
It really brings home the importance of using the correct words.
From India, Kochi
ChangeThis :: Why Your Boss is Programmed to be a Dictator
It really brings home the importance of using the correct words.
From India, Kochi
Hello nidhisk:
>... the very fact that so few people have responded to this post shows that the
issue of bad bosses is definitely not being taken seriously enough
by HR professionals.<
Could readers believe there is nothing that they can do about their bad bosses?
>No wonder HR is often seen as either irrelevant or simply an admin role,
rather than a serious value-adding player to employees.<
I agree, but employees quickly learn their place.
Job security may be more important than corporate change.
From United States, Chelsea
>... the very fact that so few people have responded to this post shows that the
issue of bad bosses is definitely not being taken seriously enough
by HR professionals.<
Could readers believe there is nothing that they can do about their bad bosses?
>No wonder HR is often seen as either irrelevant or simply an admin role,
rather than a serious value-adding player to employees.<
I agree, but employees quickly learn their place.
Job security may be more important than corporate change.
From United States, Chelsea
Bob,
"I agree, but employees quickly learn their place.
Job security may be more important than corporate change."
I agree; employees quickly learn their place because their survival depends on it. And as you say, job security is more important than corporate change. But nonetheless, I feel that HR have a special responsibility in changing things. How else can HR justfiy being a value-add?
I am sure that the top executives of any organization look to HR for solutions, not just push paper. Since HR rarely, if ever, offers solutions, it is no small wonder that HR is routinely thought of as an admin department.
If not HR, then who? Employees are not in a position to change things as they are too caught up with their professional roles. Besides, it is not their main job.
By the way, have you read the "manifesto" ChangeThis :: Why Your Boss is Programmed to be a Dictator
From India, Kochi
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