Dear All
Forget the gender issue here. Conflict is a workplace common thing... happens not just bet men and women... it is common bet Men HR and Men employees... bullying is a tactics every employees has tried use to get his way of things done with HR... more so when an employee feels a little important to the operations or a little close to the higher ups... such employees always tries to throw their weight around...bully HR to get things done.... tackling them comes with exp and maturity... some body u hv to put yr foot down some times the problem may be genuine... in Priyanka's case.. the employee had a right to feel offended if she is telling the desk is reserved for a new employee! he wud think a new untested employee is more important than he!!! it is all in the mind dear all...... conflict resolution calls for skill and HR shud never feel egoistic and offended at a revenge level.....
anyway, good luck to all u of us in our career.....
From India, Bangalore
10Forget the gender issue here. Conflict is a workplace common thing... happens not just bet men and women... it is common bet Men HR and Men employees... bullying is a tactics every employees has tried use to get his way of things done with HR... more so when an employee feels a little important to the operations or a little close to the higher ups... such employees always tries to throw their weight around...bully HR to get things done.... tackling them comes with exp and maturity... some body u hv to put yr foot down some times the problem may be genuine... in Priyanka's case.. the employee had a right to feel offended if she is telling the desk is reserved for a new employee! he wud think a new untested employee is more important than he!!! it is all in the mind dear all...... conflict resolution calls for skill and HR shud never feel egoistic and offended at a revenge level.....
anyway, good luck to all u of us in our career.....
From India, Bangalore
Dear Priyanka,
Sorry to say that in todays world, we only find HR Manager, who are very soft, and do not have IR exposure, and are not aware of any disciplinary actions, and moreover, this act by the empolyee shows that you do not have any control over the employees, and they must have moral fear and respect on you, to have things under control, wait for an opportunity like chanakya, and see that he is thrown out of the company without any benefits, so that this becomes a lesson for him on how to behave other HR collegues who he be encountering in the future.
From India, Madras
Sorry to say that in todays world, we only find HR Manager, who are very soft, and do not have IR exposure, and are not aware of any disciplinary actions, and moreover, this act by the empolyee shows that you do not have any control over the employees, and they must have moral fear and respect on you, to have things under control, wait for an opportunity like chanakya, and see that he is thrown out of the company without any benefits, so that this becomes a lesson for him on how to behave other HR collegues who he be encountering in the future.
From India, Madras
arre but where is priyanka ,, she has disappeared after posting the thread,, and is not replying,,, :beatup::beatup::mad::mad:
From India, Pune
From India, Pune
Hi Priyanka,
Well, everyone is right in their own way..
The guy in your company was frustrated,maybe he had some deadlines to meet and could be that his collegues do not involve him in their discussions,or even it could be that he is really very sincere when it comes to work.
As an HR,i feel you need to make arrangements for such small meets of the team members.You need to format an email and circulate to all asking them to use meeting/discussion rooms if they need to talk on projects which would last for more than 10 mins.
Make them realize that everyone around are working and as an HR you want everyone to be happy and enjoy their work.
A small mail can do wonders...especially with these kind of rules.
And when it comes to a louder voice in a meeting,try calling the team member's immediate supervisor in the room so that he knows what he is talking..
You should telll them that any kind of request made for desk change would atleast take a week's time and no immediate effect would be entertained..
I hope my suggestions will help you in some manner...
All the best..
Regards,
Mohini Raje
From India, Mumbai
Well, everyone is right in their own way..
The guy in your company was frustrated,maybe he had some deadlines to meet and could be that his collegues do not involve him in their discussions,or even it could be that he is really very sincere when it comes to work.
As an HR,i feel you need to make arrangements for such small meets of the team members.You need to format an email and circulate to all asking them to use meeting/discussion rooms if they need to talk on projects which would last for more than 10 mins.
Make them realize that everyone around are working and as an HR you want everyone to be happy and enjoy their work.
A small mail can do wonders...especially with these kind of rules.
And when it comes to a louder voice in a meeting,try calling the team member's immediate supervisor in the room so that he knows what he is talking..
You should telll them that any kind of request made for desk change would atleast take a week's time and no immediate effect would be entertained..
I hope my suggestions will help you in some manner...
All the best..
Regards,
Mohini Raje
From India, Mumbai
Dear All,
All the above mentioned issued were arised due to of not proper grievance handling. As a HR we will not leave any matter without any proper closure. Mean to say that we have strong Grievance Handling policies.
Grievance Handling
To ensure that the Associate grievances are heard, resolved through immediate, ethical action by the su-pervisor of the concerned associate and/ or the HR representative.
Procedures:
• Should an associate, after oral discussion with his immediate supervisor, feel that his rights have been violated; the Associate may originate a grievance letter presenting the facts to the immediate supervisor, appropriate time from the date of occurrence of the alleged grievance.
• Incase of no resolution or acceptable solution coming from the immediate supervisor within appropriate time, the grievance may be advanced to the next supervisor.
• Incase, there is still no acceptable resolution or decision on the matter in question within appropriate time it may be passed on to the SPOC-HR for Grievance Management.
• The decision by HR official or PHCCC* shall be communicated in writing to the Associate within ap-propriate time of receipt of grievance.
• The Associate making the disclosure of Concern as well as any of the persons to whom the issue is re-ported/ handled shall not make public the Concern so disclosed, except with the prior written permission of the PHCCC*.
• However, this restriction shall not be applicable if any Associate is called upon to disclose the issue by any judicial process and in accordance with the laws of land.
Through above mentioned step you will not be alone whole management will be stand with you. You will feel more confortable.
And agian if any employee raise his volume of voice you can also become grievansee and follow above mentioned steps and ask the management to take the appropriate disciplinary action againt the default employee.
Hope this will help you all in your HR Practise.
Regards
Shaikh Mohammad Shuaib
HR Professional
Mobile Number:- 7860403525
From India, Mumbai
All the above mentioned issued were arised due to of not proper grievance handling. As a HR we will not leave any matter without any proper closure. Mean to say that we have strong Grievance Handling policies.
Grievance Handling
To ensure that the Associate grievances are heard, resolved through immediate, ethical action by the su-pervisor of the concerned associate and/ or the HR representative.
Procedures:
• Should an associate, after oral discussion with his immediate supervisor, feel that his rights have been violated; the Associate may originate a grievance letter presenting the facts to the immediate supervisor, appropriate time from the date of occurrence of the alleged grievance.
• Incase of no resolution or acceptable solution coming from the immediate supervisor within appropriate time, the grievance may be advanced to the next supervisor.
• Incase, there is still no acceptable resolution or decision on the matter in question within appropriate time it may be passed on to the SPOC-HR for Grievance Management.
• The decision by HR official or PHCCC* shall be communicated in writing to the Associate within ap-propriate time of receipt of grievance.
• The Associate making the disclosure of Concern as well as any of the persons to whom the issue is re-ported/ handled shall not make public the Concern so disclosed, except with the prior written permission of the PHCCC*.
• However, this restriction shall not be applicable if any Associate is called upon to disclose the issue by any judicial process and in accordance with the laws of land.
Through above mentioned step you will not be alone whole management will be stand with you. You will feel more confortable.
And agian if any employee raise his volume of voice you can also become grievansee and follow above mentioned steps and ask the management to take the appropriate disciplinary action againt the default employee.
Hope this will help you all in your HR Practise.
Regards
Shaikh Mohammad Shuaib
HR Professional
Mobile Number:- 7860403525
From India, Mumbai
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