Dear All,
Forget the gender issue here. Conflict is a common occurrence in the workplace, not just between men and women, but also between men in HR and male employees. Bullying is a tactic that every employee has tried to use to get their way with HR, especially when an employee feels important to the operations or close to higher-ups. These employees often try to assert their authority and pressure HR to act in their favor. Dealing with them requires experience and maturity. Sometimes you have to assert yourself; however, the problem may be genuine. In Priyanka's case, the employee had a right to feel offended if she was told the desk was reserved for a new employee. He may have thought an untested newcomer was considered more important than him. It's all in the mindset, dear all.
Conflict resolution requires skill, and HR should never let ego or offense escalate to a revenge level. Anyway, good luck to all of us in our careers.
Best regards,
[Your Name]
From India, Bangalore
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10Forget the gender issue here. Conflict is a common occurrence in the workplace, not just between men and women, but also between men in HR and male employees. Bullying is a tactic that every employee has tried to use to get their way with HR, especially when an employee feels important to the operations or close to higher-ups. These employees often try to assert their authority and pressure HR to act in their favor. Dealing with them requires experience and maturity. Sometimes you have to assert yourself; however, the problem may be genuine. In Priyanka's case, the employee had a right to feel offended if she was told the desk was reserved for a new employee. He may have thought an untested newcomer was considered more important than him. It's all in the mindset, dear all.
Conflict resolution requires skill, and HR should never let ego or offense escalate to a revenge level. Anyway, good luck to all of us in our careers.
Best regards,
[Your Name]
From India, Bangalore
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Dear Priyanka,
Sorry to say that in today's world, we only find HR Managers who are very soft and do not have IR exposure. They are not aware of any disciplinary actions. Moreover, this act by the employee shows that you do not have any control over the employees. They must have moral fear and respect for you to have things under control. Wait for an opportunity like Chanakya and ensure that he is thrown out of the company without any benefits. This should serve as a lesson for him on how to behave towards other HR colleagues whom he may encounter in the future.
From India, Madras
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Sorry to say that in today's world, we only find HR Managers who are very soft and do not have IR exposure. They are not aware of any disciplinary actions. Moreover, this act by the employee shows that you do not have any control over the employees. They must have moral fear and respect for you to have things under control. Wait for an opportunity like Chanakya and ensure that he is thrown out of the company without any benefits. This should serve as a lesson for him on how to behave towards other HR colleagues whom he may encounter in the future.
From India, Madras
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arre but where is priyanka ,, she has disappeared after posting the thread,, and is not replying,,, :beatup::beatup::mad::mad:
From India, Pune
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From India, Pune
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Hi Priyanka,
Well, everyone is right in their own way.
The guy in your company was frustrated, maybe he had some deadlines to meet. It could be that his colleagues do not involve him in their discussions, or even that he is really very sincere when it comes to work.
As an HR professional, I feel you need to make arrangements for small team meetings. You should format an email and circulate it to all, asking them to use meeting/discussion rooms if they need to talk about projects lasting more than 10 minutes.
Make them realize that everyone around is working, and as an HR professional, you want everyone to be happy and enjoy their work.
A small email can work wonders, especially with these kinds of rules.
When it comes to a louder voice in a meeting, try calling the team member's immediate supervisor into the room so they are aware of what is being said.
You should let them know that any requests for desk changes would take at least a week to process, and no immediate changes would be entertained.
I hope my suggestions will help you in some way.
All the best.
Regards,
Mohini Raje
From India, Mumbai
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Well, everyone is right in their own way.
The guy in your company was frustrated, maybe he had some deadlines to meet. It could be that his colleagues do not involve him in their discussions, or even that he is really very sincere when it comes to work.
As an HR professional, I feel you need to make arrangements for small team meetings. You should format an email and circulate it to all, asking them to use meeting/discussion rooms if they need to talk about projects lasting more than 10 minutes.
Make them realize that everyone around is working, and as an HR professional, you want everyone to be happy and enjoy their work.
A small email can work wonders, especially with these kinds of rules.
When it comes to a louder voice in a meeting, try calling the team member's immediate supervisor into the room so they are aware of what is being said.
You should let them know that any requests for desk changes would take at least a week to process, and no immediate changes would be entertained.
I hope my suggestions will help you in some way.
All the best.
Regards,
Mohini Raje
From India, Mumbai
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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
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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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