Hello everyone.
We are a medium size services company with approx 300 people across India.
Off late we have seen that there has been a marked increase in people rejecting offers and at the same time leaking of confidential HR information.
We have been trying to find the reason for this leak and after some intelligence gathering have come to the conclusion that the HR manager is responsible for all the wrong doings.
It seems that the HR manager at the face of it is very supportive and shows strong belief in the company but in reality the HR manager has been spreading rumours within the organisation and at the same time discouraging prospective employees from joining.
The management is not ready to believe this and need some strong evidence against the HR Manager to act.
The company employees who also speak against the HR Manager are unwilling to testify in front of the management.
Hence my query is what can be done by me to expose the wrong doings of the HR Manager to the management such that it cannot be challenged.
Plz suggest
From United States, Chicago
We are a medium size services company with approx 300 people across India.
Off late we have seen that there has been a marked increase in people rejecting offers and at the same time leaking of confidential HR information.
We have been trying to find the reason for this leak and after some intelligence gathering have come to the conclusion that the HR manager is responsible for all the wrong doings.
It seems that the HR manager at the face of it is very supportive and shows strong belief in the company but in reality the HR manager has been spreading rumours within the organisation and at the same time discouraging prospective employees from joining.
The management is not ready to believe this and need some strong evidence against the HR Manager to act.
The company employees who also speak against the HR Manager are unwilling to testify in front of the management.
Hence my query is what can be done by me to expose the wrong doings of the HR Manager to the management such that it cannot be challenged.
Plz suggest
From United States, Chicago
It is incorrect to blame HR manager. Prospective Employee always cross check any wrong communicated to him . he shall not belief any rumours. you definately first do self check of company and its policies before making any allegation . further correct it suitable action .
1
Dear Shanti,
As a Legal Manager, you know pretty well that suspecion can not take the place of proof. In organizational politics, HR people eventually become scapegoats because of their buffer role and as such in situations like the one you've mentioned, at times, they become victims of their own words loosely uttered or any bold suggestion they offered for the sake of persuasion towards an early solution for a crisis either in the interest of the organization or any individual concerned. That's why many HR managers feel at the end of their career that their's is a thankless job.This is only a general observation because no one is infallible;of course,there are men and men. Your question indicates your pre-judgment based on the premise that no smoke without fire. Better make a discreet enquiry in this regard, piece together all the information available, make an impartial conclusion and arrive at a rational decision in the interest of the organization.
From India, Salem
As a Legal Manager, you know pretty well that suspecion can not take the place of proof. In organizational politics, HR people eventually become scapegoats because of their buffer role and as such in situations like the one you've mentioned, at times, they become victims of their own words loosely uttered or any bold suggestion they offered for the sake of persuasion towards an early solution for a crisis either in the interest of the organization or any individual concerned. That's why many HR managers feel at the end of their career that their's is a thankless job.This is only a general observation because no one is infallible;of course,there are men and men. Your question indicates your pre-judgment based on the premise that no smoke without fire. Better make a discreet enquiry in this regard, piece together all the information available, make an impartial conclusion and arrive at a rational decision in the interest of the organization.
From India, Salem
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