Hi Vineet,
Can see loads of suggestions pouring in. Not sure if this would work but just give it a try. But for this, you need to do some groundwork keeping in mind that you are the only HR.
1. Make a list of those who work in night shifts.
2. Then check their grades/rankings and list out the heads/managers/employees, etc. Then draft a small chart-kind-of who's reporting to whom.
3. Now that you have the list, revisit their job descriptions. Then find a person working in the night shift (as Abdaz has suggested above) whom you can rely upon, or talk to the employees in the night shift about their work (casually), what they are doing, their productivity, whom they are reporting to, etc. By now, you'll have an idea and correlate them to their job descriptions. Check if anybody is deviating from it (i.e. if they are doing more than what is required from them which brings positive results to the firm as a whole, then fine and good, but if it's the other way around or if it's really unnecessary for the firm's structure, then make a note of the same).
4. Then check if the work is being distributed justly among all employees and none are kept with no process to handle. The same applies to the unit heads/managers. If any decision has been taken in your absence or isn't being communicated to you or in any way it has affected the HR roles, then make a note of it (not necessary that all rules and regulations must be communicated to the HR dept. There are some operations/processes where the Managers/Heads have the right to decide). Just see if the HR role is really needed there. Else, just discard it.
5. Once you have recorded all the above, have a word with your senior or draft an email to your senior (if you wanted to copy the other heads) pointing out just the decisions where the HR dept should be kept informed or so, and request you would like to have a small meeting or some norms to be brought in for the same. When you draft such an email, just be careful in the way you convey the message (also describe how it has affected the operations of the organization with common examples, please don't point out anybody in person but as a process).
Then, it all depends on the management if they wish to proceed with your request or not. If they do, then well and good. If not, then just leave it to them because you have been proactive and taken all steps to prevent the consequences. Later, if they question you about anything, you can simply respond to them that you have already kept them informed and you took necessary steps to do so.
From India, Mumbai
Acknowledge(0)
Amend(0)
5Can see loads of suggestions pouring in. Not sure if this would work but just give it a try. But for this, you need to do some groundwork keeping in mind that you are the only HR.
1. Make a list of those who work in night shifts.
2. Then check their grades/rankings and list out the heads/managers/employees, etc. Then draft a small chart-kind-of who's reporting to whom.
3. Now that you have the list, revisit their job descriptions. Then find a person working in the night shift (as Abdaz has suggested above) whom you can rely upon, or talk to the employees in the night shift about their work (casually), what they are doing, their productivity, whom they are reporting to, etc. By now, you'll have an idea and correlate them to their job descriptions. Check if anybody is deviating from it (i.e. if they are doing more than what is required from them which brings positive results to the firm as a whole, then fine and good, but if it's the other way around or if it's really unnecessary for the firm's structure, then make a note of the same).
4. Then check if the work is being distributed justly among all employees and none are kept with no process to handle. The same applies to the unit heads/managers. If any decision has been taken in your absence or isn't being communicated to you or in any way it has affected the HR roles, then make a note of it (not necessary that all rules and regulations must be communicated to the HR dept. There are some operations/processes where the Managers/Heads have the right to decide). Just see if the HR role is really needed there. Else, just discard it.
5. Once you have recorded all the above, have a word with your senior or draft an email to your senior (if you wanted to copy the other heads) pointing out just the decisions where the HR dept should be kept informed or so, and request you would like to have a small meeting or some norms to be brought in for the same. When you draft such an email, just be careful in the way you convey the message (also describe how it has affected the operations of the organization with common examples, please don't point out anybody in person but as a process).
Then, it all depends on the management if they wish to proceed with your request or not. If they do, then well and good. If not, then just leave it to them because you have been proactive and taken all steps to prevent the consequences. Later, if they question you about anything, you can simply respond to them that you have already kept them informed and you took necessary steps to do so.
From India, Mumbai
Acknowledge(0)Amend(0)
Hi Asha Lovely solution. I thin k working in two shifts is a better option ad long as you dont stayfar off from the office and u can devote more time to your newly married life. Rgds Neha
From India, Bangalore
Acknowledge(0)Amend(0)
From India, Bangalore
Acknowledge(0)Amend(0)
Thank you all,
Actually, the director is very much dependent on the project manager. It was the project manager only who brought the work to the company. He has a good hold over the whole team. If we implement SOPs in the system to monitor him, he'll stop working, which can hamper our work a lot. Neither will he work, nor will he allow somebody else to come up to his knowledge.
Our work domain is such that not many people in India are experts in it. So, you can say that the MD is also regretting how to tackle the whole situation. Good people with caliber are leaving the company. Only the project manager's references stay back.
Vineet
From India, Chandigarh
Acknowledge(0)Amend(0)
Actually, the director is very much dependent on the project manager. It was the project manager only who brought the work to the company. He has a good hold over the whole team. If we implement SOPs in the system to monitor him, he'll stop working, which can hamper our work a lot. Neither will he work, nor will he allow somebody else to come up to his knowledge.
Our work domain is such that not many people in India are experts in it. So, you can say that the MD is also regretting how to tackle the whole situation. Good people with caliber are leaving the company. Only the project manager's references stay back.
Vineet
From India, Chandigarh
Acknowledge(0)Amend(0)
Talking about coming in 2 shifts is not possible at all. It takes one hour to commute to the office. Even then, I will be left with no time to spend with my family.
I have thought of creating a feedback form for team members to provide feedback on the Project Manager (PM). Employees are not required to mention their names. The feedback can then be presented to the Project Manager in front of the Managing Director (MD), indicating that the entire team is dissatisfied and even fearful of repercussions if they do not meet expectations.
Presenting these concerns and seeking solutions from the Project Manager could help. It may establish a foundation for addressing the issues. Implementing changes to Standard Operating Procedures (SOPs) or assigning someone to the night shift could potentially disrupt workflow.
After discussing these matters with the Project Manager, we can be direct with him. This approach may also make him aware that his performance is being monitored.
I would appreciate your feedback on whether this approach could be successful or if it is unnecessary. If you have alternative suggestions, please share them.
Thank you,
Vineet
From India, Chandigarh
Acknowledge(0)Amend(0)
I have thought of creating a feedback form for team members to provide feedback on the Project Manager (PM). Employees are not required to mention their names. The feedback can then be presented to the Project Manager in front of the Managing Director (MD), indicating that the entire team is dissatisfied and even fearful of repercussions if they do not meet expectations.
Presenting these concerns and seeking solutions from the Project Manager could help. It may establish a foundation for addressing the issues. Implementing changes to Standard Operating Procedures (SOPs) or assigning someone to the night shift could potentially disrupt workflow.
After discussing these matters with the Project Manager, we can be direct with him. This approach may also make him aware that his performance is being monitored.
I would appreciate your feedback on whether this approach could be successful or if it is unnecessary. If you have alternative suggestions, please share them.
Thank you,
Vineet
From India, Chandigarh
Acknowledge(0)Amend(0)
Hi!
I would suggest making your exit interview process strong. Send highlighted reports to all HODs and take this as a discussion point. It will give visibility and will demand action.
Regards,
Sachin Khadilkar
From India, Mumbai
Acknowledge(0)Amend(0)
I would suggest making your exit interview process strong. Send highlighted reports to all HODs and take this as a discussion point. It will give visibility and will demand action.
Regards,
Sachin Khadilkar
From India, Mumbai
Acknowledge(0)Amend(0)
Hi, I think you come twice in a week for a month then on the next month once in a week and after that sudden visit on any day. Make ur some man in this time on that shift subhra
From India, Calcutta
Acknowledge(0)Amend(0)
From India, Calcutta
Acknowledge(0)Amend(0)
Hi,
You can recruit a night manager and maintain a register for all incidents that take place in your absence. The register will help you control all your problems, and incidents noted in the register should be presented to the top management above you.
Regards,
Revathi
From India, Madras
Acknowledge(0)Amend(0)
You can recruit a night manager and maintain a register for all incidents that take place in your absence. The register will help you control all your problems, and incidents noted in the register should be presented to the top management above you.
Regards,
Revathi
From India, Madras
Acknowledge(0)Amend(0)
Hi Vineet,
In my opinion, the best thing would be to apprise the top management about these issues and seek their guidance on the matter. You have to take the seniors into confidence and discuss the matter with them. Unless the top management supports or understands the situation, there is little you will be able to do.
Regards,
Umesh Sharma
From India, Madras
Acknowledge(0)Amend(0)
In my opinion, the best thing would be to apprise the top management about these issues and seek their guidance on the matter. You have to take the seniors into confidence and discuss the matter with them. Unless the top management supports or understands the situation, there is little you will be able to do.
Regards,
Umesh Sharma
From India, Madras
Acknowledge(0)Amend(0)
I am surprised! Your employees have simply taken you for granted. The main cause for them to behave in this manner is that there is no fear from superiors; they have misunderstood the power of HR in the company.
I would also suggest that you do not come to any conclusions. You need to know the root cause of the problem and then act accordingly. It is relevant from your end to hire 1 HR professional for the night shift who should be working under you so that you are informed of each and every incident occurring during night shifts. I also feel that a meeting can be arranged from your end with the project managers so that you can clarify your intentions and give verbal warnings so that if any such incident is repeated, you are liable to take strict action against them (this will be applicable only after finding the root cause and you find the project managers guilty).
From India, Pune
Acknowledge(0)Amend(0)
I would also suggest that you do not come to any conclusions. You need to know the root cause of the problem and then act accordingly. It is relevant from your end to hire 1 HR professional for the night shift who should be working under you so that you are informed of each and every incident occurring during night shifts. I also feel that a meeting can be arranged from your end with the project managers so that you can clarify your intentions and give verbal warnings so that if any such incident is repeated, you are liable to take strict action against them (this will be applicable only after finding the root cause and you find the project managers guilty).
From India, Pune
Acknowledge(0)Amend(0)
Hi Vineet,
As an HR manager, the first thing you need to do is to build a good rapport with your employees and gain their support. You haven't mentioned the size of your team. If it is large, you may need support staff and the ability to maintain control. Consider dividing your working hours between shifts or alternating between day and night shifts (as a married female, I can understand your constraints).
I hope this helps!
From United Arab Emirates, Abu Dhabi
Acknowledge(0)Amend(0)
As an HR manager, the first thing you need to do is to build a good rapport with your employees and gain their support. You haven't mentioned the size of your team. If it is large, you may need support staff and the ability to maintain control. Consider dividing your working hours between shifts or alternating between day and night shifts (as a married female, I can understand your constraints).
I hope this helps!
From United Arab Emirates, Abu Dhabi
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.