Dear Ramnaresh_20,
Many thanks for your kind notes as above, But all of us dealing with professional people in a professional manner in my idea first she is not counting in a professional category so why we should have some useless discussion with her in working environment that it will be case some type of gaps in our career path for our friend is better for look to another job or ignore this issue and do his work until and unless for a positive result in further since….. Some time we have to accept something that is not real!!!!!
From Singapore, Singapore
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38Many thanks for your kind notes as above, But all of us dealing with professional people in a professional manner in my idea first she is not counting in a professional category so why we should have some useless discussion with her in working environment that it will be case some type of gaps in our career path for our friend is better for look to another job or ignore this issue and do his work until and unless for a positive result in further since….. Some time we have to accept something that is not real!!!!!
From Singapore, Singapore
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Mr. Nethaji,
I don't agree with you. When you choose HR as a career, you should expect these kinds of hurdles in your profession. This is a sensitive matter, and who else can handle sensitive issues better than an HR professional?
Looking for another job? Are you just running away from challenges? What guarantee can you give that the next job will not present similar situations? Be strong and face the challenge. If you are confident and stick to the policy, no one can touch you.
Individuals like these should be penalized for their performance, sending a strong message to all other colleagues.
Thank you.
From India, Hyderabad
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I don't agree with you. When you choose HR as a career, you should expect these kinds of hurdles in your profession. This is a sensitive matter, and who else can handle sensitive issues better than an HR professional?
Looking for another job? Are you just running away from challenges? What guarantee can you give that the next job will not present similar situations? Be strong and face the challenge. If you are confident and stick to the policy, no one can touch you.
Individuals like these should be penalized for their performance, sending a strong message to all other colleagues.
Thank you.
From India, Hyderabad
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Hi,
Here in this particular situation, I support Mr. Ramnaresh and completely agree with what he said. If you are working in HR, you have to be ready to face such kinds of situations.
More or less the same incident happened with me also. But, here in my case, unfortunately, that girl was one of my best friends. She was reporting to me. She was very irregular in her office timings. I tried my best with some counseling, then verbal warning, then the first written warning, and then the second written warning, but not much happened. So, I took a very hard decision and went ahead to my MD with all the proofs and her attendance records. No doubt, we lost our good friendship and had a heated argument, but in the end, she is very regular and punctual.
The above-mentioned real-life incident is a great example that while working in HR, sometimes we have to face challenges that can affect your personal relations as well.
But running from the situation or avoiding them never makes sense. Face them and solve them in a professional manner.
Regards,
Roopa
From India, Gurgaon
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Here in this particular situation, I support Mr. Ramnaresh and completely agree with what he said. If you are working in HR, you have to be ready to face such kinds of situations.
More or less the same incident happened with me also. But, here in my case, unfortunately, that girl was one of my best friends. She was reporting to me. She was very irregular in her office timings. I tried my best with some counseling, then verbal warning, then the first written warning, and then the second written warning, but not much happened. So, I took a very hard decision and went ahead to my MD with all the proofs and her attendance records. No doubt, we lost our good friendship and had a heated argument, but in the end, she is very regular and punctual.
The above-mentioned real-life incident is a great example that while working in HR, sometimes we have to face challenges that can affect your personal relations as well.
But running from the situation or avoiding them never makes sense. Face them and solve them in a professional manner.
Regards,
Roopa
From India, Gurgaon
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Well said Mr.Ramnaresh. I understood that let the personal things can be apart & let us deal anything professionally... Learnt a very good attitude....
From India, Salem
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From India, Salem
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Thank you Roopa and Ram Naresh for your valuable support. In fact, I am a person with a very soft attitude towards people, so it is very rare that I am harsh or blunt with anybody. But thanks for the support, I will be more practical in my approach and will sort it out.
From India, Delhi
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From India, Delhi
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hi all. 10q all for ur valuable views. i too am going through the same situation with sm of my staffs. now i feel i can handle my situation.
From India, Bhubaneswar
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From India, Bhubaneswar
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I also agree with Netaji. Although you warned her through mail and CC'd the MD, one more thing you can suggest to her is that she cannot receive the bonus and other benefits. Ask her the reason why she is behaving this way. As HR professionals, we should always try to solve employees’ problems. First, try to understand her problem. If it is reasonable, work towards solving it.
From India, Pune
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From India, Pune
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That is why counselling is done at every meeting. The counselling should be done in such a way that the communication is 2 way.
From India, Hyderabad
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From India, Hyderabad
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Hi Richa,
Based on the information provided, there may be an understanding between the MD and the HR in question. This understanding may have developed during her tenure in the company.
As the employee reports to you, please write a stern email to the individual in question, advising them not to take any further leaves. You can send this feedback today. If the employee takes another leave, resend the same email and request an explanation for the initial absence. Depending on the response, you can then cc the MD and escalate the matter formally. It is important to maintain the same email trail throughout.
After a period of time, or at least a month, you will have accumulated enough evidence in the email trail. This evidence can be used to make a final decision.
Please keep us informed of any updates.
Regards, Ramanaiah Dy. Mgr HR
From India, Vijayawada
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Based on the information provided, there may be an understanding between the MD and the HR in question. This understanding may have developed during her tenure in the company.
As the employee reports to you, please write a stern email to the individual in question, advising them not to take any further leaves. You can send this feedback today. If the employee takes another leave, resend the same email and request an explanation for the initial absence. Depending on the response, you can then cc the MD and escalate the matter formally. It is important to maintain the same email trail throughout.
After a period of time, or at least a month, you will have accumulated enough evidence in the email trail. This evidence can be used to make a final decision.
Please keep us informed of any updates.
Regards, Ramanaiah Dy. Mgr HR
From India, Vijayawada
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