Dear All,
As a senior hr head i am facing some issues, kindly help me out
a technical person (2 years experience) who is good technically but his attitude is very bad.Eg.He gives bill for petrol allowance from his home to office if he works on sundays.we have given lots of privileges ( such as no LOP.,) If it is questioned he tries to put in some other bill.Even though if there is bus facility he uses only auto & claims heavily.If i question all this, he is showing in his performance.
Above all, this is poisoning other employees who are following his foot path (this no need to be taught)
Since it is growing company we as employees should help them in achieving their goal.I am not asking them to work freely, but i feel they should not cheat the company.I feel it is not fair.
Need your suggestion.
Regards,
Ramya.
From India, Madras
4As a senior hr head i am facing some issues, kindly help me out
a technical person (2 years experience) who is good technically but his attitude is very bad.Eg.He gives bill for petrol allowance from his home to office if he works on sundays.we have given lots of privileges ( such as no LOP.,) If it is questioned he tries to put in some other bill.Even though if there is bus facility he uses only auto & claims heavily.If i question all this, he is showing in his performance.
Above all, this is poisoning other employees who are following his foot path (this no need to be taught)
Since it is growing company we as employees should help them in achieving their goal.I am not asking them to work freely, but i feel they should not cheat the company.I feel it is not fair.
Need your suggestion.
Regards,
Ramya.
From India, Madras
Dear Ramya,
This is quite common in companies which are in the growing / transformational stage.
I am doubtful or rather not aware about a HR Handbook / Manual existing in your company (the info provided by you is incomplete). If yes, kindly initiate the travel reimbursements only on the basis of the handbook rules framed and gratified by the management.
Its evident that he is taking advantage of the situation , where he is technically a superior employee , who is contributing significantly to the organization. It doesn't mean that company can't work without him. In any given situation a company is bigger than a individual. Kindly sit with him one day (probably with a senior management person) and speak to him about the affects of his actions / behaviors on the other employees.
If he doesn't understand the issue and doesn't agree to resolve , i think its time for your companny to think of another guy in his position.
If you contain / restrict deviations in this stage of your company, future will look great and help to evolve into a better corporate.
From India, Mumbai
This is quite common in companies which are in the growing / transformational stage.
I am doubtful or rather not aware about a HR Handbook / Manual existing in your company (the info provided by you is incomplete). If yes, kindly initiate the travel reimbursements only on the basis of the handbook rules framed and gratified by the management.
Its evident that he is taking advantage of the situation , where he is technically a superior employee , who is contributing significantly to the organization. It doesn't mean that company can't work without him. In any given situation a company is bigger than a individual. Kindly sit with him one day (probably with a senior management person) and speak to him about the affects of his actions / behaviors on the other employees.
If he doesn't understand the issue and doesn't agree to resolve , i think its time for your companny to think of another guy in his position.
If you contain / restrict deviations in this stage of your company, future will look great and help to evolve into a better corporate.
From India, Mumbai
Dear Ms. Ramya,
Its really sad that you are in such kind of situation. But hope you could come out of it soon.
Don't you have polices for the expenses of a employee. Have you not mentioned the details of expenses or the details in the offer letter.
For example: there will be a clear mention for transportation expenses may be mentioned in the offer letter. If this check is done then how come the employee claims more for transportation reimbursement. 1 or 2 day exceptions is ok that too depends on the situation.
For privilege for LOP: is he absenting frequently. If these were happening this could affect his performance.
So, what i could suggest is that, Have a casual talk with your team. make things confidential. Strict the rules and stick to it. Make the person know that what he is doing is wrong (if he is behaving wrong).
To the max try warn him and make him realize that this is not the right way to behave in the organization.
HANDLE WITH CARE
Regards,
Chandy
From India, Madras
Its really sad that you are in such kind of situation. But hope you could come out of it soon.
Don't you have polices for the expenses of a employee. Have you not mentioned the details of expenses or the details in the offer letter.
For example: there will be a clear mention for transportation expenses may be mentioned in the offer letter. If this check is done then how come the employee claims more for transportation reimbursement. 1 or 2 day exceptions is ok that too depends on the situation.
For privilege for LOP: is he absenting frequently. If these were happening this could affect his performance.
So, what i could suggest is that, Have a casual talk with your team. make things confidential. Strict the rules and stick to it. Make the person know that what he is doing is wrong (if he is behaving wrong).
To the max try warn him and make him realize that this is not the right way to behave in the organization.
HANDLE WITH CARE
Regards,
Chandy
From India, Madras
Dear Ramya,
It appears that you need to bring in process centric work culture rather than person centric work culture. If it is not there problems of this kind come up.
Now coming to the person in question. He is not showing his 'attitude' as such but taking undue advantage of not designing proper "Policy on Local Conveyance". Have you designed this policy? If yes then have you mentioned who is authorised for what type of local conveyance? What is the rate per KM etc.
Design this policy, circulate to one and all and then start passing on the claims on local conveyance as per the policy.
Secondly, it appears that he is too much praised for him work. Person should never talk about performance rather performance should speak in itself. How can any employee use performance as bargaining chip?
Better straighten this employee now itself lest he will spell far more trouble for you in future. As you have rightly said he is vitiating your company's culture. Don't allow it to get it degraded further.
I second views of Mr Sriram Warrier to start looking for his replacement.
My last surprise is that you say that you are senior HR Head and you write this type of issue of an employee who has just two years of service.
Ok...
Dinesh V Divekar
From India, Bangalore
It appears that you need to bring in process centric work culture rather than person centric work culture. If it is not there problems of this kind come up.
Now coming to the person in question. He is not showing his 'attitude' as such but taking undue advantage of not designing proper "Policy on Local Conveyance". Have you designed this policy? If yes then have you mentioned who is authorised for what type of local conveyance? What is the rate per KM etc.
Design this policy, circulate to one and all and then start passing on the claims on local conveyance as per the policy.
Secondly, it appears that he is too much praised for him work. Person should never talk about performance rather performance should speak in itself. How can any employee use performance as bargaining chip?
Better straighten this employee now itself lest he will spell far more trouble for you in future. As you have rightly said he is vitiating your company's culture. Don't allow it to get it degraded further.
I second views of Mr Sriram Warrier to start looking for his replacement.
My last surprise is that you say that you are senior HR Head and you write this type of issue of an employee who has just two years of service.
Ok...
Dinesh V Divekar
From India, Bangalore
Hi Ramya, this is not only your problem but there are numbers of personnel peoples who are suffering with the same.
I agree with you that employee shud not cheat the company but as we all know that still employees are doing this and somehow or at some point, we are allowing them to do so...
By knowing that employees are submitting the false traveling bills, we are doing nothing to fight with it otherwise, we expect them to show their loyalty towards the Organization which is not right.
Second, I wanna ask you something that why are you asking him about his expense bills and why not to his Boss/HOD?
See if this person is claiming their expenses with his supervisor/boss's proper approval on the same and He/She has no problem with it, you don’t have any problem or can ask him whether he/she has noticed this or not.
And if you found that his Boss/Supervisor is not responding or not considering this issue as a problem, then you can make/revised your Travel Procedure and Guideline Policy for submitting the Travel Expense Bills and also need to revise your Employee Entitlement/Reimbursement clause....for example
-Employee has to fill the Expense Claim Form with complete travel details (Place, Dates and Time of Travel).
-Employee shall travel as per their entitlement.
-Travel Expense Claim Form shall be submitted to Admin. Deptt. with proper approval of his/her HOD/BOSS/SUPERVISOR.
and so on.
Dear Ramya you are a Senior HR HEAD with your current organization; you can communicate over this issue with your Department Managers/GM and discuss over this Travel Policy as it is also in your power but must not allow anyone to spoil your Organizations atmosphere or as you said other employees are also doing the same…
Need to take serious action!!
From India, Gurgaon
I agree with you that employee shud not cheat the company but as we all know that still employees are doing this and somehow or at some point, we are allowing them to do so...
By knowing that employees are submitting the false traveling bills, we are doing nothing to fight with it otherwise, we expect them to show their loyalty towards the Organization which is not right.
Second, I wanna ask you something that why are you asking him about his expense bills and why not to his Boss/HOD?
See if this person is claiming their expenses with his supervisor/boss's proper approval on the same and He/She has no problem with it, you don’t have any problem or can ask him whether he/she has noticed this or not.
And if you found that his Boss/Supervisor is not responding or not considering this issue as a problem, then you can make/revised your Travel Procedure and Guideline Policy for submitting the Travel Expense Bills and also need to revise your Employee Entitlement/Reimbursement clause....for example
-Employee has to fill the Expense Claim Form with complete travel details (Place, Dates and Time of Travel).
-Employee shall travel as per their entitlement.
-Travel Expense Claim Form shall be submitted to Admin. Deptt. with proper approval of his/her HOD/BOSS/SUPERVISOR.
and so on.
Dear Ramya you are a Senior HR HEAD with your current organization; you can communicate over this issue with your Department Managers/GM and discuss over this Travel Policy as it is also in your power but must not allow anyone to spoil your Organizations atmosphere or as you said other employees are also doing the same…
Need to take serious action!!
From India, Gurgaon
Dear Ms.Ramya, It is the most common scene in all companies. it is too late also.Time to get a new guy as his assistant or in his replacement . Choice is yours. Regards Sanath
From United Arab Emirates, Dubai
From United Arab Emirates, Dubai
Hello Ramya,
Like Sriram Warrier, Dinesh V Divekar & others mentioned, it's time for you get another person on-board.
What's his technical skillset--may be I can help you out on this?
Also, at the same time, like they suggested you need to have some semblance of a HR Policy Document in place--not only to ensure the employees have clarity on the eligibilities & make your life more simpler/smoother, BUT ALSO to ensure you don't land-up in similar situations all over again with any new entries.
Looking at the larger picture, I think in a way, you or your company was also responsible for this situation to evolve--so don't blame HIM ALONE for this. I am sure there must have been earlier situations when he was given a lot of lenience due to his technical competence & since the Company needed him MORE THAN he needed the Company--which he took advantage of very well. Even if you sit with him at this stage & explain to him to correct himself, I doubt if it's worth the trouble.
Rgds,
TS
From India, Hyderabad
Like Sriram Warrier, Dinesh V Divekar & others mentioned, it's time for you get another person on-board.
What's his technical skillset--may be I can help you out on this?
Also, at the same time, like they suggested you need to have some semblance of a HR Policy Document in place--not only to ensure the employees have clarity on the eligibilities & make your life more simpler/smoother, BUT ALSO to ensure you don't land-up in similar situations all over again with any new entries.
Looking at the larger picture, I think in a way, you or your company was also responsible for this situation to evolve--so don't blame HIM ALONE for this. I am sure there must have been earlier situations when he was given a lot of lenience due to his technical competence & since the Company needed him MORE THAN he needed the Company--which he took advantage of very well. Even if you sit with him at this stage & explain to him to correct himself, I doubt if it's worth the trouble.
Rgds,
TS
From India, Hyderabad
Dear Srirawarrier, Chandy, Dinesh, Anil, Sanath & TS Thanks a lot for all your input.I have to take some serious steps as per your suggestions. Regards, Ramya.
From India, Madras
From India, Madras
Dear Sriramwarrier, Chandy, Dinesh, Anil, Sanath & TS, Thanks for all your inputs.Yes, i have to take some serious steps in this issue. Regards, Ramya.
From India, Madras
From India, Madras
Ramya,
Keep in mind "nobody is indispensable" in this world. If discipline is not maintained, no use of the services of an employee, however he may be efficient. But you allowed him to break the rules by giving payment in LOP period, now he is taking undue advantage and exploiting knowing the circumstances.
pon
From India, Lucknow
Keep in mind "nobody is indispensable" in this world. If discipline is not maintained, no use of the services of an employee, however he may be efficient. But you allowed him to break the rules by giving payment in LOP period, now he is taking undue advantage and exploiting knowing the circumstances.
pon
From India, Lucknow
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