Dear,
i think this is not a complicated issuie.. First you hear the complaint from the lady and if it is something important to be judged, call the person and tell him about the complaint.. It should be comminicated.. Otherwise he will repeat.. Again he is repeting the same thing, please dont wait for written complaint, discus with seniors take the action.. Here your judgement regarding the problem is imporant.. Dont show any favouratism toward traner as well as lady.. Then your warning also important.. I thing for case like this, a talk towards the trainer is enough.. Plese as first phase, deal all things confidential.. Both are imporant for the organisation
From India, Hyderabad
14i think this is not a complicated issuie.. First you hear the complaint from the lady and if it is something important to be judged, call the person and tell him about the complaint.. It should be comminicated.. Otherwise he will repeat.. Again he is repeting the same thing, please dont wait for written complaint, discus with seniors take the action.. Here your judgement regarding the problem is imporant.. Dont show any favouratism toward traner as well as lady.. Then your warning also important.. I thing for case like this, a talk towards the trainer is enough.. Plese as first phase, deal all things confidential.. Both are imporant for the organisation
From India, Hyderabad
Hello Navdeep,
Just a suggestion, stay away from such kind of tricks in Corporate world. I am sure you got my point.
You can neither go to the Training Manager and confront him nor that Lady is ready to come into picture. I hope you did not took this in a wrong sense.
Thank you!
Ryan
From India, Pune
Just a suggestion, stay away from such kind of tricks in Corporate world. I am sure you got my point.
You can neither go to the Training Manager and confront him nor that Lady is ready to come into picture. I hope you did not took this in a wrong sense.
Thank you!
Ryan
From India, Pune
Talk to them separately in a probing manner, without being harsh and try and see what is the reason behind such discomfort by the lady. If the guy is wrong or displayed any such thing that might amount to workplace harassment, shift him elsewhere as calling up women employees after work hours for non-professional reasons may be linked with workplace harassment.
Saurav Das
Director
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From India, Mumbai
Saurav Das
Director
Home Page
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From India, Mumbai
This point made by Ryan is also valid. You never know what’s behind the bushes. So be careful before you get stung in the process unless you are in a position of greater authority. Saurav Das
From India, Mumbai
From India, Mumbai
can anu slove these interview qns
1. How would you describe yourself?
2. How would you describe your ideal job?
3. Why did you choose this career?
4. What motivates you to do a good job?
5. What goals do you have in your career?
6. How do you plan to achieve these goals?
7. What do you know about our company?
8. What exactly do you look for in a job?
9. What accomplishments have given you the most satisfaction in your life?
10. What is your greatest strength?
11. What is your greatest weakness?
12 How much do you expect if we offer you this position?
13. What do you believe is the most difficult part of being a supervisor of people?
14. Can you work well under deadlines or pressure?
15. Tell me about a time when you failed to meet a deadline. What were the repercussions?
16. Give me an example of any major problem you faced and how you solved it?
17. Have you ever worked with someone that you did not get along with as part of a team? How did you handle that situation?
18. How do you feel about the possibility of relocating? It is okay for me if the place is good and suite me?
regards
qs
From India, Gurgaon
1. How would you describe yourself?
2. How would you describe your ideal job?
3. Why did you choose this career?
4. What motivates you to do a good job?
5. What goals do you have in your career?
6. How do you plan to achieve these goals?
7. What do you know about our company?
8. What exactly do you look for in a job?
9. What accomplishments have given you the most satisfaction in your life?
10. What is your greatest strength?
11. What is your greatest weakness?
12 How much do you expect if we offer you this position?
13. What do you believe is the most difficult part of being a supervisor of people?
14. Can you work well under deadlines or pressure?
15. Tell me about a time when you failed to meet a deadline. What were the repercussions?
16. Give me an example of any major problem you faced and how you solved it?
17. Have you ever worked with someone that you did not get along with as part of a team? How did you handle that situation?
18. How do you feel about the possibility of relocating? It is okay for me if the place is good and suite me?
regards
qs
From India, Gurgaon
Dear Navdeep,
As per your issue i suggest that,first ask the girl that problem is with the job related or personal related issue,then give her suggestions how to be mingle with the seniors and if it is any personally related do as Ramnaresh has suggested you and speak to the senior and talk to him then,if he doesn't listen then go the superior authority and state the issue.
But try to solve the problem by yourself for the time being as he is senior,or go to higher authority.
With Regards,
A.Rajesh.
From India, Hyderabad
As per your issue i suggest that,first ask the girl that problem is with the job related or personal related issue,then give her suggestions how to be mingle with the seniors and if it is any personally related do as Ramnaresh has suggested you and speak to the senior and talk to him then,if he doesn't listen then go the superior authority and state the issue.
But try to solve the problem by yourself for the time being as he is senior,or go to higher authority.
With Regards,
A.Rajesh.
From India, Hyderabad
can anu slove these interview qns 1. How would you describe yourself? 2. How would you describe your ideal job? Unrelated topic. Please post it as a new thread.
From United Kingdom
From United Kingdom
Hope you are aware of Supreme Court judgement called the Vishakh's case, which is very important and apply to private industries also. You should have internal committee of women employees to look into such complaints and if there is no female employees seni or enought, youy can engage a female social worker of repute from your area or a female advocate. Such complaint of "being uncomfortable with a particular male manager or employee" should be taken seriousely and the victim may not want to explain the exact reason or background to a male colleague or boss. Hence such complaint should be registereed and brought before the committee of female or the outside female social worker/advocate so that she is able to explain her problem in confidence to a female. Quick and proactive action should be taken in such complaints.
From India, Coimbatore
From India, Coimbatore
Dear Navdeep,
As rightly said by Annika, employees are not comfortable to give any complains in writing. You can therefore talk about this to your manager and request him to help you in the investigation.
Best Regards,
Rashmi
From India, Mumbai
As rightly said by Annika, employees are not comfortable to give any complains in writing. You can therefore talk about this to your manager and request him to help you in the investigation.
Best Regards,
Rashmi
From India, Mumbai
Dear Navdeep,
I can relate to the situation here. I will try to explain with the same analogy as how we dealt with the situation.
Ours is a five star hotel and we were in the pre-opening stage when the things are still awaited to be set for the operations. A female staff happened to be the reciever of some unrespectable remarks from a male staff while passing by. As a usual course of matter she noticed, got disturbed but immediately unnoticed the episode just in order to escape from any "case" to be made involving her. But, another staff noticed this, and informed the same to the guilty staff's HOD. Now all seniors act very extrememly in such cases. Either they'll unhear the whole thing or they might take the guilty to his task, the latter being preferred by most. This HOD also took it very seriously.
He called up the girl (victim), the boy (guilty) and the witness in the HR Dept. They had a joint meeting where the girl was encouraged to share her concern, the boy was also given a chance to prove the same wrong. The witness could always support the incident in the right light. The whole incident was documented. And the male staff (gulity) was immediately expelled.
A further annoncement of the case was made within the other staff members to sieze unnecessary gossips, to teach all a lesson and to secure the work environment one fold ahead. This actually worked! Its been more than 24 months since this incident, the hotel has not witnessed any such kind of act till date.
Sexual Harrasment Policy is as important a document as hiring a female worker. She brings with herself an amount of her expertise, her experience and know how, plus expectations to be safe and secure at work. Thats what any organisation should value and safeguard her social and profesiional interests!
Regards,
Parul Makkar
From India, New Delhi
I can relate to the situation here. I will try to explain with the same analogy as how we dealt with the situation.
Ours is a five star hotel and we were in the pre-opening stage when the things are still awaited to be set for the operations. A female staff happened to be the reciever of some unrespectable remarks from a male staff while passing by. As a usual course of matter she noticed, got disturbed but immediately unnoticed the episode just in order to escape from any "case" to be made involving her. But, another staff noticed this, and informed the same to the guilty staff's HOD. Now all seniors act very extrememly in such cases. Either they'll unhear the whole thing or they might take the guilty to his task, the latter being preferred by most. This HOD also took it very seriously.
He called up the girl (victim), the boy (guilty) and the witness in the HR Dept. They had a joint meeting where the girl was encouraged to share her concern, the boy was also given a chance to prove the same wrong. The witness could always support the incident in the right light. The whole incident was documented. And the male staff (gulity) was immediately expelled.
A further annoncement of the case was made within the other staff members to sieze unnecessary gossips, to teach all a lesson and to secure the work environment one fold ahead. This actually worked! Its been more than 24 months since this incident, the hotel has not witnessed any such kind of act till date.
Sexual Harrasment Policy is as important a document as hiring a female worker. She brings with herself an amount of her expertise, her experience and know how, plus expectations to be safe and secure at work. Thats what any organisation should value and safeguard her social and profesiional interests!
Regards,
Parul Makkar
From India, New Delhi
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