Guys,
I think you all have taken this a bit too far. Both sides are looking at 2 different sides of the coin. One is persistent that he sees the tail and the other is adamant on seeing the Head but both are parts of the same coin.
Lets be mature enough to understand that each person has an opinion and no opinion is right or wrong. We react to our experiences and to what we see around us.
There is no right and wrong except in the way we see things. So respect each others opinions and dont argue. My hotmail box is getting too full :)...
regards,
Veena
From India, Mumbai
I think you all have taken this a bit too far. Both sides are looking at 2 different sides of the coin. One is persistent that he sees the tail and the other is adamant on seeing the Head but both are parts of the same coin.
Lets be mature enough to understand that each person has an opinion and no opinion is right or wrong. We react to our experiences and to what we see around us.
There is no right and wrong except in the way we see things. So respect each others opinions and dont argue. My hotmail box is getting too full :)...
regards,
Veena
From India, Mumbai
Dear Aarti,
Please post this as a new thread with more information on which area you are looking for improvement. Are you a fresher or experienced person ?- share more information and we may be able to guide you with some resources.
Thanks,
From India, Madras
54Please post this as a new thread with more information on which area you are looking for improvement. Are you a fresher or experienced person ?- share more information and we may be able to guide you with some resources.
Thanks,
From India, Madras
Dear Meenakshi,
Sorry for delay in reply to your post due to my preoccupations.
About the plight of the HR personnel that you pointed out, I can understand to some extent it is there for them, as sometimes top management tries to use HR personnel as their tool by keeping themselves in disguise to avoid anger of the employees against them. But, it is not there in every organization. If such type of position arises, an HR man has to tackle that situation quite tactfully to avoid the wrath of the bosses as well as not to invite anger of the employees.
You can well understand, every employee has his/her duties and responsibilities expected to be discharge sincerely under some set of laws, rules and regulations, without fear and compulsion of any one and not as a puppet of any super boss.
I can quote two examples that happened to me when at one occasion my boss conveyed me that his boss verbally instructed him to get signed and issued a Charge Sheet to one of my subordinate, as was received from HQ of the organization. I had a discussion with my boss for about 45 minutes and convinced him that being a Disciplinary Authority, I could not be directed or pressurized by any superior authority to take any disciplinary action against any employee unless I was fully convinced about the offense of the employee. Moreover, the super boss, who would become an Appellate Authority in case I issue the charge sheet. Thus, as an Appellate Authority, he would become fully prejudiced and would not do justice in the case if the employee preferred an appeal against my decision, as he himself was directing a Disciplinary Authority to do a wrong thing for an incident which I was not aware of. I just asked him, either the Charge Sheet should be signed by the authority of the HQ who framed the charge against the employee, or the super boss who directed me to sign the Charge Sheet and become the Disciplinary Authority, himself. In that case I offered to serve that Charge Sheet to the employee. Since the employee was a very popular trade union leader and my super boss was afraid of him, but knew that all union leaders had a great respect for me. So he decided to use me as his tool to his own advantage and my disadvantage to make the unions against me. I further requested that if he still insisted, I would have no objection if he issued such direction to me in writing, so that the employee should have the right to submit his appeal to the next higher Appellate Authority, if not satisfied with my decision. On that I was given written direction to sign and issue the Charge Sheet. I had to do that. But since the Charge Sheet had two big lacunae, which I knew very well, I did not make any correction as I was directed to sign the Charge Sheet and was not authorized to make any correction. The employee pointed out towards the same drawback of the Charge Sheet on which I used my power as Disciplinary Authority and exonerated him. This way, I could not only abide by the direction of superiors but also could do justice to my position as a Disciplinary Authority.
Another example that occurred several years later when I was at three ranks above my previous position, my boss directed me in writing to fix responsibility of an Accounts Officer as well as a Chief Accounts Officer and take disciplinary action against them for some irrecoverable revenue for some irregular service restored to a high dignitary public man. That was a clear direction for me, but I decided to get the case investigated at my own level and found that irrespective of the due action by the Accounts Officer and the Chief Accounts Officer, the service was restored by the technical wing on verbal instructions of the counterpart of my boss that too of another Unit and without the knowledge even of my boss and what to say of the knowledge of the A.O. and the C.A.O. The boss was accordingly apprised of the facts on record. Thus, I avoided wrong action as advised by my boss with appropriate and genuine reasons on record.
So, if you are expert in your HR profession and the HR laws and Rules are at your tips, you can just make use of your knowledge to convince the interferer and try to get the adverse or illegal decisions postponed for some time. That way you can see that the matter would have subsided. But, if you work just as tool or puppet of the super bosses to please them, you will not be doing justice even to yourself, what to say of employees. Since you are at the forefront and the employee sees your action, may be you are doing at the behest of your super bosses in disguise, employees will see their enemy in you only and not the super bosses. So, you have to remain very cautious in that situation to avoid wrath of the bosses on one hand and on the other anger of the employee.
Hope, your query is satisfied now?
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
Sorry for delay in reply to your post due to my preoccupations.
About the plight of the HR personnel that you pointed out, I can understand to some extent it is there for them, as sometimes top management tries to use HR personnel as their tool by keeping themselves in disguise to avoid anger of the employees against them. But, it is not there in every organization. If such type of position arises, an HR man has to tackle that situation quite tactfully to avoid the wrath of the bosses as well as not to invite anger of the employees.
You can well understand, every employee has his/her duties and responsibilities expected to be discharge sincerely under some set of laws, rules and regulations, without fear and compulsion of any one and not as a puppet of any super boss.
I can quote two examples that happened to me when at one occasion my boss conveyed me that his boss verbally instructed him to get signed and issued a Charge Sheet to one of my subordinate, as was received from HQ of the organization. I had a discussion with my boss for about 45 minutes and convinced him that being a Disciplinary Authority, I could not be directed or pressurized by any superior authority to take any disciplinary action against any employee unless I was fully convinced about the offense of the employee. Moreover, the super boss, who would become an Appellate Authority in case I issue the charge sheet. Thus, as an Appellate Authority, he would become fully prejudiced and would not do justice in the case if the employee preferred an appeal against my decision, as he himself was directing a Disciplinary Authority to do a wrong thing for an incident which I was not aware of. I just asked him, either the Charge Sheet should be signed by the authority of the HQ who framed the charge against the employee, or the super boss who directed me to sign the Charge Sheet and become the Disciplinary Authority, himself. In that case I offered to serve that Charge Sheet to the employee. Since the employee was a very popular trade union leader and my super boss was afraid of him, but knew that all union leaders had a great respect for me. So he decided to use me as his tool to his own advantage and my disadvantage to make the unions against me. I further requested that if he still insisted, I would have no objection if he issued such direction to me in writing, so that the employee should have the right to submit his appeal to the next higher Appellate Authority, if not satisfied with my decision. On that I was given written direction to sign and issue the Charge Sheet. I had to do that. But since the Charge Sheet had two big lacunae, which I knew very well, I did not make any correction as I was directed to sign the Charge Sheet and was not authorized to make any correction. The employee pointed out towards the same drawback of the Charge Sheet on which I used my power as Disciplinary Authority and exonerated him. This way, I could not only abide by the direction of superiors but also could do justice to my position as a Disciplinary Authority.
Another example that occurred several years later when I was at three ranks above my previous position, my boss directed me in writing to fix responsibility of an Accounts Officer as well as a Chief Accounts Officer and take disciplinary action against them for some irrecoverable revenue for some irregular service restored to a high dignitary public man. That was a clear direction for me, but I decided to get the case investigated at my own level and found that irrespective of the due action by the Accounts Officer and the Chief Accounts Officer, the service was restored by the technical wing on verbal instructions of the counterpart of my boss that too of another Unit and without the knowledge even of my boss and what to say of the knowledge of the A.O. and the C.A.O. The boss was accordingly apprised of the facts on record. Thus, I avoided wrong action as advised by my boss with appropriate and genuine reasons on record.
So, if you are expert in your HR profession and the HR laws and Rules are at your tips, you can just make use of your knowledge to convince the interferer and try to get the adverse or illegal decisions postponed for some time. That way you can see that the matter would have subsided. But, if you work just as tool or puppet of the super bosses to please them, you will not be doing justice even to yourself, what to say of employees. Since you are at the forefront and the employee sees your action, may be you are doing at the behest of your super bosses in disguise, employees will see their enemy in you only and not the super bosses. So, you have to remain very cautious in that situation to avoid wrath of the bosses on one hand and on the other anger of the employee.
Hope, your query is satisfied now?
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
Hello Meenakshi,
Good to hear your problem and i understand why u must have asked this.....
Leaving all aside MR.P S Dhingra has set us a exmaple and motivated us that our descion of been HR is not wrong.
P S Dhingra : the issues or concerns you mentioned are fact i follow most of them but still gap or uncomfortness between HR and Employee exsist....
Ms. Meenakshi and Mr. P S Dhingra thanks for motivating me.
Vanitha
nashik
From India, Hyderabad
Good to hear your problem and i understand why u must have asked this.....
Leaving all aside MR.P S Dhingra has set us a exmaple and motivated us that our descion of been HR is not wrong.
P S Dhingra : the issues or concerns you mentioned are fact i follow most of them but still gap or uncomfortness between HR and Employee exsist....
Ms. Meenakshi and Mr. P S Dhingra thanks for motivating me.
Vanitha
nashik
From India, Hyderabad
Hi Koul meenakshi,
Really u have raised a nice question and somany answers have come out. But the role of HR is bridging between the mnagement and Employees. So its like hadling a glass. If any scratch on one side will reflect in another side. If you want to be good for employees, then the management will have a eye on you. So most of the HR people go for management (HR is the representative) side. So wee need to be very strategic in handling the peole and management. Here our leadership quality will prove us and lead us to a better path.
From India, Madras
Really u have raised a nice question and somany answers have come out. But the role of HR is bridging between the mnagement and Employees. So its like hadling a glass. If any scratch on one side will reflect in another side. If you want to be good for employees, then the management will have a eye on you. So most of the HR people go for management (HR is the representative) side. So wee need to be very strategic in handling the peole and management. Here our leadership quality will prove us and lead us to a better path.
From India, Madras
Dear All,
Its a very good topic.
I am very friendly with My colleagues.
As HR personnel I have to maintain office values, fair policies, equality in employee treatment. An HR should maintain a Balance between Managment and work force.
For maintaining balance implementing policies.
If employees coming on time, finishing their works timely, behave politely, being sincere and loyal to the company an HR is very strong to bargain to the management for Employee related things such as promotions, Incentives.
Otherwise HR cannot satisfy the management with employee related issues and not able to convince management.
Hence balance lost and frustrations starts from management side, employee side.
How can direct the organization to employee friendly.
The management plays a wonderful role by keeping HR in frontside since management know that HR Will handle the issues.
I am having such experiences.
Regards
Soja
From India, Kochi
Its a very good topic.
I am very friendly with My colleagues.
As HR personnel I have to maintain office values, fair policies, equality in employee treatment. An HR should maintain a Balance between Managment and work force.
For maintaining balance implementing policies.
If employees coming on time, finishing their works timely, behave politely, being sincere and loyal to the company an HR is very strong to bargain to the management for Employee related things such as promotions, Incentives.
Otherwise HR cannot satisfy the management with employee related issues and not able to convince management.
Hence balance lost and frustrations starts from management side, employee side.
How can direct the organization to employee friendly.
The management plays a wonderful role by keeping HR in frontside since management know that HR Will handle the issues.
I am having such experiences.
Regards
Soja
From India, Kochi
Mr. Dhingra,
I agree with what you have suggested, however in my case, I am working since the last 2 years with one more colleague in the HR Dept. However inspite of our being friendly we are not able to get respect from either the Employees or the Manegement. We dont just act as facilitators infact we try to get even the most miniscule problems solved.
What we feel is that we do not have Authority coupled with the huge responsibilities assigned. Can you suggest a way out of this?
Regards,
Ashwini.
From India, Vadodara
I agree with what you have suggested, however in my case, I am working since the last 2 years with one more colleague in the HR Dept. However inspite of our being friendly we are not able to get respect from either the Employees or the Manegement. We dont just act as facilitators infact we try to get even the most miniscule problems solved.
What we feel is that we do not have Authority coupled with the huge responsibilities assigned. Can you suggest a way out of this?
Regards,
Ashwini.
From India, Vadodara
I stronglly agree to Aish.
we always tried to bridge a gap between mgmt and employees. whenever we are failed to do so, might be due to change in circumstances, lack of mgmt support, not responding behaviour of mgmt, people blame on us.
if we see from employee point of view, they are right at their pace, we communicated something to them, than we didnt fulfill our commitments. pls note no one see why it haapened, they just see you didnt do, so you are a faulter. nut thats not true. so when we know the truth why we need to worry.
think in case of firing/termination. we issued notices, termination letter, do HR people really take such decisions, NO. such decision are always taken by mgmt. but being into HR position we cannot float this to every corner that this is not our decision.
From India, New Delhi
we always tried to bridge a gap between mgmt and employees. whenever we are failed to do so, might be due to change in circumstances, lack of mgmt support, not responding behaviour of mgmt, people blame on us.
if we see from employee point of view, they are right at their pace, we communicated something to them, than we didnt fulfill our commitments. pls note no one see why it haapened, they just see you didnt do, so you are a faulter. nut thats not true. so when we know the truth why we need to worry.
think in case of firing/termination. we issued notices, termination letter, do HR people really take such decisions, NO. such decision are always taken by mgmt. but being into HR position we cannot float this to every corner that this is not our decision.
From India, New Delhi
Dear Sastry,
Audio visual clips attached by you are really very useful and worth watching by every one, may be a manager or an executive, or even a businessman or a common man.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
Audio visual clips attached by you are really very useful and worth watching by every one, may be a manager or an executive, or even a businessman or a common man.
PS Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of management & Educational Consultants
New Delhi
From India, Delhi
hi Meenakshi,
i believe HR is the face of the company and its our responsibility to change the perception of the people if they are averse behavior towards the HR
i also have faced this problem in career but later i re aliased that first we have to analyse what is that we are doing right and wrong then go ahead in changing the minds of the people
its all about how we put across our word to them which is very important
an i m sure the perception which change very soon
i also agree to what a few people like Divya and Yanmudri
hence the conclusion to this its how we look at things and handle them in a better way an change the perception pf the people
Regards
steffi
HR-Executive
From India, Pune
i believe HR is the face of the company and its our responsibility to change the perception of the people if they are averse behavior towards the HR
i also have faced this problem in career but later i re aliased that first we have to analyse what is that we are doing right and wrong then go ahead in changing the minds of the people
its all about how we put across our word to them which is very important
an i m sure the perception which change very soon
i also agree to what a few people like Divya and Yanmudri
hence the conclusion to this its how we look at things and handle them in a better way an change the perception pf the people
Regards
steffi
HR-Executive
From India, Pune
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