Dear Friends,
I am not new to this forum........... :shock: but thats true that i have not participated in any of the discussions on this forum............but now I would like to start up. :)
I have recently joined 1 firm its a IT Product development firm with strength of 50 People. :arrow:
Frankly speaking the things are very much messed up here as the x-HR has not created any policies or proper structuere so people here are habituated to that work life in office.......... they come at their won will....go when they like...........if asked then why they are behaving such way then they have a huge bad attitude ............ sometimes i feel that i am in a BIG SHIT............... :twisted:
Can you help me in creating a right structure for such Organization.
Here I have to start everything from scratch.................HRD....!!!
PLease help me out !!!
Thanks
Miss. J
From India, Pune
185I am not new to this forum........... :shock: but thats true that i have not participated in any of the discussions on this forum............but now I would like to start up. :)
I have recently joined 1 firm its a IT Product development firm with strength of 50 People. :arrow:
Frankly speaking the things are very much messed up here as the x-HR has not created any policies or proper structuere so people here are habituated to that work life in office.......... they come at their won will....go when they like...........if asked then why they are behaving such way then they have a huge bad attitude ............ sometimes i feel that i am in a BIG SHIT............... :twisted:
Can you help me in creating a right structure for such Organization.
Here I have to start everything from scratch.................HRD....!!!
PLease help me out !!!
Thanks
Miss. J
From India, Pune
hi
1) Chalk out what all things will you have to change, incorporate, make notes of all things which you feel is improper and needs to be modified.
2) speak to your management (or whomsoever you may be reoprting to)
3) Plan things properly, be friendly with all, dont try to change things immediately, as sudden rules, changes, restrictions is not welcome and can leave a negative impact. Mix up with people, let them be what they are, let them come at whatever time they want to come.
4) in the meanwhile, discuss about the behaviour of the employees, about work timings, about disciplinary measures that need to be taken for the benefit of the organisation with the management.
5) Attendace monitoring, time in and time out, leave taken, time taken by employees for lunch, tea/coffee breaks ...all have to be under srtict observation - employee wise. some employees feel they come for picnic, are free souls, can do anythung they want to, no restrictions....such employees have to dealt with care. And for this you will need SUPPORT from your superiors.
6) Design a dode of conduct to begin with.....dress code, discipline to be followed in office, lunch tea time, attendance, signing the muster are some of the points you can mention in this.
Hope this helps you a bit.
ambika kamath (sorry for spelling mistakes....i do not hv time to check)
From India, Mumbai
1) Chalk out what all things will you have to change, incorporate, make notes of all things which you feel is improper and needs to be modified.
2) speak to your management (or whomsoever you may be reoprting to)
3) Plan things properly, be friendly with all, dont try to change things immediately, as sudden rules, changes, restrictions is not welcome and can leave a negative impact. Mix up with people, let them be what they are, let them come at whatever time they want to come.
4) in the meanwhile, discuss about the behaviour of the employees, about work timings, about disciplinary measures that need to be taken for the benefit of the organisation with the management.
5) Attendace monitoring, time in and time out, leave taken, time taken by employees for lunch, tea/coffee breaks ...all have to be under srtict observation - employee wise. some employees feel they come for picnic, are free souls, can do anythung they want to, no restrictions....such employees have to dealt with care. And for this you will need SUPPORT from your superiors.
6) Design a dode of conduct to begin with.....dress code, discipline to be followed in office, lunch tea time, attendance, signing the muster are some of the points you can mention in this.
Hope this helps you a bit.
ambika kamath (sorry for spelling mistakes....i do not hv time to check)
From India, Mumbai
Hi Ambika,
Thanks a Ton !!
The tips are definitely gonna help me out............
But the major problem is we have 4 SBUs and we dont have any MD here
So if I beinh HR Manager has to take major decisions becomes problem..............my reporting is to our CEO who sits in USA............!!
I am lil aggressive in mywork tactics.........!!!
I will give you 1 real example that happended recently
---->
My Mail ........
This is my observation that many of your team members send a mail to me for their early departure from office at a very short notice intimating that they have some personal reason (generic).
Let me give you an example of 1 employee who sent me a mail today at 3:36PM saying “I am leaving early due to some personal reason”
When I replied his mail asking for the specific time and reason, I got a reply at 3:43PM “I am leaving at 3.40 pm.” That’s it.
Other one writes a mail at 4:40PM “Due to some Personal reason I am leaving early at around 5:15 PM”.
This is not something that they are taking in urgency, this must have been planned.
If this continues like this then I don’t think it’s a healthy sign for us to grow.
I am coming to these kinds of cases a lot specially on Fridays and Saturday (if it’s working).
I have informed all the project managers regarding the same.
We can incorporate ½ day Salary deduction in such cases.
......
When i diddnt get any reply from the cocern employee's Project Manager so I sent a mail to the concerm employee just check its as given below:
Hi ,
On Friday, 23rd November 2007, it’s observed that you left office early.
You wrote me a mail saying “I am leaving early for some personal reason” at 3:31PM, When you were asked for the reason and the time you wrote “I am leaving at 3.40 pm” at 3:43PM.
Does this mail justify the reason for your early departure from office?
After checking the mail I came to meet you but you had already left office, your colleague told me that you had to attend some wedding.
This shows that the policies that the management is implementing are taken for granted by some employees.
.................................................. .................................................. ......
The reply to my mail is
Hi J,
Now onwards I will write the reason in detail for early departure from office.
....................My Reply
Hi Amit,
I think you didn’t get the right intension of my mail.
This is not only pertaining to the REASON, this is regarding taking leaves on short notice.
In emergency we do understand but in your case it was preplanned.
Isn’t it??
The reasons can vary, but thing is abiding the rules that are set.
................................................
What can be done in such cases???????
From India, Pune
Thanks a Ton !!
The tips are definitely gonna help me out............
But the major problem is we have 4 SBUs and we dont have any MD here
So if I beinh HR Manager has to take major decisions becomes problem..............my reporting is to our CEO who sits in USA............!!
I am lil aggressive in mywork tactics.........!!!
I will give you 1 real example that happended recently
---->
My Mail ........
This is my observation that many of your team members send a mail to me for their early departure from office at a very short notice intimating that they have some personal reason (generic).
Let me give you an example of 1 employee who sent me a mail today at 3:36PM saying “I am leaving early due to some personal reason”
When I replied his mail asking for the specific time and reason, I got a reply at 3:43PM “I am leaving at 3.40 pm.” That’s it.
Other one writes a mail at 4:40PM “Due to some Personal reason I am leaving early at around 5:15 PM”.
This is not something that they are taking in urgency, this must have been planned.
If this continues like this then I don’t think it’s a healthy sign for us to grow.
I am coming to these kinds of cases a lot specially on Fridays and Saturday (if it’s working).
I have informed all the project managers regarding the same.
We can incorporate ½ day Salary deduction in such cases.
......
When i diddnt get any reply from the cocern employee's Project Manager so I sent a mail to the concerm employee just check its as given below:
Hi ,
On Friday, 23rd November 2007, it’s observed that you left office early.
You wrote me a mail saying “I am leaving early for some personal reason” at 3:31PM, When you were asked for the reason and the time you wrote “I am leaving at 3.40 pm” at 3:43PM.
Does this mail justify the reason for your early departure from office?
After checking the mail I came to meet you but you had already left office, your colleague told me that you had to attend some wedding.
This shows that the policies that the management is implementing are taken for granted by some employees.
.................................................. .................................................. ......
The reply to my mail is
Hi J,
Now onwards I will write the reason in detail for early departure from office.
....................My Reply
Hi Amit,
I think you didn’t get the right intension of my mail.
This is not only pertaining to the REASON, this is regarding taking leaves on short notice.
In emergency we do understand but in your case it was preplanned.
Isn’t it??
The reasons can vary, but thing is abiding the rules that are set.
................................................
What can be done in such cases???????
From India, Pune
Dear Miss J
I must acknowledge that Ambika has put up a wonderful post .Iwould just like to add my views to it .I think we are on the same boat since I have also joined an organisation where I am the 1st person in HR and I faces a similar problem after I joined in
The 1st thing I have done in this organisation is preparation of an Hr manual with all the policies rules and regulations of the company and iimplemented the same.If there is no manual in your company please implement the same.
The 2nd thing is you try to tighten up the senior people first the rest will follow but always remember that dont get into any argument with them .Talk to them as if you are seeking advice from them .
Discuss the current scenario with the management on a daily basis and seek advice from them Until and unless an Hr has support and "go ahead" from managment he/she wont be able to implement policies successfully
Lastly set targets KRA s goals for all the employees so that they have enough work in office.This will make them more regualar I guess.If they still leave their office keeping their work pending then design a PMS where such an irresponsible behaviour gets reflected.
And do not forget to keep posting your issues on Cite Hr ...we are here to help you out
Thanks and Regards
Indrani Chakraborty
From India, Pune
I must acknowledge that Ambika has put up a wonderful post .Iwould just like to add my views to it .I think we are on the same boat since I have also joined an organisation where I am the 1st person in HR and I faces a similar problem after I joined in
The 1st thing I have done in this organisation is preparation of an Hr manual with all the policies rules and regulations of the company and iimplemented the same.If there is no manual in your company please implement the same.
The 2nd thing is you try to tighten up the senior people first the rest will follow but always remember that dont get into any argument with them .Talk to them as if you are seeking advice from them .
Discuss the current scenario with the management on a daily basis and seek advice from them Until and unless an Hr has support and "go ahead" from managment he/she wont be able to implement policies successfully
Lastly set targets KRA s goals for all the employees so that they have enough work in office.This will make them more regualar I guess.If they still leave their office keeping their work pending then design a PMS where such an irresponsible behaviour gets reflected.
And do not forget to keep posting your issues on Cite Hr ...we are here to help you out
Thanks and Regards
Indrani Chakraborty
From India, Pune
Hey Indrani n Ambika,
Thanks a Ton dear ......!!!
I always use to read things on the forum but never put across my probs...........but i feel this forum is the best way to find the solutions as all the people are so wonderful and helping .............I am really touched...!!
I am in a process of creating a Poilicies and HR manual.
Will definitely need your help in that........!!!
Hope you all will help me......!!!
From India, Pune
Thanks a Ton dear ......!!!
I always use to read things on the forum but never put across my probs...........but i feel this forum is the best way to find the solutions as all the people are so wonderful and helping .............I am really touched...!!
I am in a process of creating a Poilicies and HR manual.
Will definitely need your help in that........!!!
Hope you all will help me......!!!
From India, Pune
Dear Miss J
Whatever queries yo have ...just feel free to drop a mail at
,I will help you in every possible way
You can also put a search on this site for "Company Manual" or "HR Manual" you will get relevant details on the topic
Thanks and Regards
Indrani Chakraborty
From India, Pune
Whatever queries yo have ...just feel free to drop a mail at
You can also put a search on this site for "Company Manual" or "HR Manual" you will get relevant details on the topic
Thanks and Regards
Indrani Chakraborty
From India, Pune
Totally agree with Ambika and Indrani.
However, would advise you to be more tactful when discussing matters with both your senior management and your employees. Abrasive methods don't always work - if ever! So sweeten your approach and I am sure you will get more positive responses.
Jeroo
From India, Mumbai
However, would advise you to be more tactful when discussing matters with both your senior management and your employees. Abrasive methods don't always work - if ever! So sweeten your approach and I am sure you will get more positive responses.
Jeroo
From India, Mumbai
Hi
for HR manual/Policies check this link :
https://www.citehr.com/download-list...uery=HR+manual
ambika kamath
From India, Mumbai
for HR manual/Policies check this link :
https://www.citehr.com/download-list...uery=HR+manual
ambika kamath
From India, Mumbai
Miss J,
When any employee writes or tells he has some personal work it is understood that he does not want to tell you the specific work, and still you insist them to be specfic?????????
Their personal work could be anything, just keep a tab on early goings, max 3 times in a month.
From India, Pune
When any employee writes or tells he has some personal work it is understood that he does not want to tell you the specific work, and still you insist them to be specfic?????????
Their personal work could be anything, just keep a tab on early goings, max 3 times in a month.
From India, Pune
We have seen .......... many employees in our company are taking the policies for granted............ they come at their own wish and will without having a real need for it................
We have come across so many cases thats why i said specific reason.......... I don't want to intervene in their personal life but would like to create seriousness towards their responsibilities...............
I will give you 1 more real example that happened last week...........
After I joined this company i made Leave Application policy for employees looking at the ratio of ppl taking leaves at short notice and the work being hampered due to that
The Policy says:
Dear All,
If you are going on pre planned leave then please send a requisite mail to your TL/PM/Reporting Manager and CC to me regarding the same.
The mail Format Should be as given below:
Subject: Leave Application from Date (dd/mm/yyyy) to Date (dd/mm/yyyy)
Mail Body: Should consist of the following things:
Specific dates from when to When you require leave
Reason for the leave
Name of the contact person who will look after your tasks in your absence (If your leave exceeds 2 days)
Planned Leave
The timelines for the planned leave Application should be as follows:
For 1 to 2 Days Leave à The mail should reach the concern people 7
days in advance
For 3 to 4 Days Leave à The mail should reach the concern people 15
days in advance
For 5 to 7 Days Leave à The mail should reach the concern people 21
days in advance
For 8 to 10 Days Leave à The mail should reach the concern people 30
days in advance
For 11 to 15 days Leave à The mail should reach the concern people
more than 45 to 60 days in advance.
For 16 to 30 days Leave à The mail should reach the concern people
more than 3 months to 6 months in advance.
Unplanned Leave
If you are not well or due to some emergency you are not in a position to report to office then you should give a call to me and your project Manager / Reporting Manager on the same day to intimate your unavailability for work that day. The next day you report to office you are requested to send a mail in the similar format as mentioned above indicating the reason for your unavailability for the specific date.
This process is mandatory to follow as to help the HR department in keeping an updated Leave Record for each employee.
>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>
After that One gal applied for a leave 5 days ........... addressing to her Project Manager saying tht she need leave bcoz she wants to attend her cousin's wedding .............but her project manager didn't reply back with approvals as she was needed to come down to office during that time .........also in absence of the project manager as he was not well the Technical director had sent her a mail saying she is needed for some assignment so she wont be allowed to take leave.............but still she took the leaves ................when she reported to office i talked to her so she started counter arguing with me that she had applied for a leave 15 days back so she was entitled to take the leaves as I have not mentioned in my mail that if you dont get any reply from your PM so your leaves are cancelled.............what will you do with such person with bad attitude and no respect for HR policies and seniors..............
She said whatever action want to take you can take ...........but for me it was more imp to attend my cousin's wedding rather be in office
Pls let me know all of your suggestions on this !!!!
..........
J
From India, Pune
We have come across so many cases thats why i said specific reason.......... I don't want to intervene in their personal life but would like to create seriousness towards their responsibilities...............
I will give you 1 more real example that happened last week...........
After I joined this company i made Leave Application policy for employees looking at the ratio of ppl taking leaves at short notice and the work being hampered due to that
The Policy says:
Dear All,
If you are going on pre planned leave then please send a requisite mail to your TL/PM/Reporting Manager and CC to me regarding the same.
The mail Format Should be as given below:
Subject: Leave Application from Date (dd/mm/yyyy) to Date (dd/mm/yyyy)
Mail Body: Should consist of the following things:
Specific dates from when to When you require leave
Reason for the leave
Name of the contact person who will look after your tasks in your absence (If your leave exceeds 2 days)
Planned Leave
The timelines for the planned leave Application should be as follows:
For 1 to 2 Days Leave à The mail should reach the concern people 7
days in advance
For 3 to 4 Days Leave à The mail should reach the concern people 15
days in advance
For 5 to 7 Days Leave à The mail should reach the concern people 21
days in advance
For 8 to 10 Days Leave à The mail should reach the concern people 30
days in advance
For 11 to 15 days Leave à The mail should reach the concern people
more than 45 to 60 days in advance.
For 16 to 30 days Leave à The mail should reach the concern people
more than 3 months to 6 months in advance.
Unplanned Leave
If you are not well or due to some emergency you are not in a position to report to office then you should give a call to me and your project Manager / Reporting Manager on the same day to intimate your unavailability for work that day. The next day you report to office you are requested to send a mail in the similar format as mentioned above indicating the reason for your unavailability for the specific date.
This process is mandatory to follow as to help the HR department in keeping an updated Leave Record for each employee.
>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>>
After that One gal applied for a leave 5 days ........... addressing to her Project Manager saying tht she need leave bcoz she wants to attend her cousin's wedding .............but her project manager didn't reply back with approvals as she was needed to come down to office during that time .........also in absence of the project manager as he was not well the Technical director had sent her a mail saying she is needed for some assignment so she wont be allowed to take leave.............but still she took the leaves ................when she reported to office i talked to her so she started counter arguing with me that she had applied for a leave 15 days back so she was entitled to take the leaves as I have not mentioned in my mail that if you dont get any reply from your PM so your leaves are cancelled.............what will you do with such person with bad attitude and no respect for HR policies and seniors..............
She said whatever action want to take you can take ...........but for me it was more imp to attend my cousin's wedding rather be in office
Pls let me know all of your suggestions on this !!!!
..........
J
From India, Pune
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