Dear Friend, I have one doubt. Please, clarify. CEO also one of the employee in organization. As a HR manager Can I take action against CEO if he violate the HR policy? Best Regards, Srinivasan
From India, Madras
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1From India, Madras
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I think it would be necessary to weigh the gravity of the offense. First and foremost, you should know better about your company policies. If you have doubts, it should start with a conversation. Approach your boss and make your presence known.
From Philippines, Quezon City
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From Philippines, Quezon City
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A CEO is not only an employee but also the head of HR in the organization. How can an employee take action against the head of the company? An HR manager cannot take action against anyone who is above in rank with him. For example, if you are an HR manager, then you can take action against an employee of manager rank only and not above him, like AGM, GM, or Director. In any organization, whether it is government or private, a junior cannot take action against higher ranks.
From India, Delhi
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From India, Delhi
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i do agree with sam, but i think this issuse has to acclerate to Seniors (Managing director) as action should be taken place for every body in organisation.
From India, Mumbai
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From India, Mumbai
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I do agree with Amitlokande. If the CEO is an employee, in the capacity of an HR manager, you may highlight the issue to the top management (above the CEO) confidentially and let them decide. Nothing else you can do.
From India, Pune
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From India, Pune
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CEO is the topmost position in the company. They are the thinkers and policy makers. How can you blame any CEO while managing people, always his core competence.
As per me, you have to rethink. If you feel that you are right, then it is a must that you have a strong reason.
From India, Delhi
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As per me, you have to rethink. If you feel that you are right, then it is a must that you have a strong reason.
From India, Delhi
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Dear All We cannot take any action aginst CEO but at the same time the HR can have a healthy argument with CEO and clarify it in case of any voilation in policy Rgds HR con
From India, Mumbai
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From India, Mumbai
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“BOSS IS ALWAYS RIGHT. WHETHER HE IS WRONG OR RIGHT”. A junior can not take action against the CEO, but may highlight the issue to the top management as mentioned by Mr.Prasad.
From India, Udaipur
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From India, Udaipur
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Hi,
Obviously taking action against the head of the company is not only difficult but also impossible because nobody is above the policy. In this case, you have to understand the company's structure. In most MNCs, there is a monitoring body that oversees operations in a particular country, and to whom the CEO reports (like HUL). If the company is under a group, there is one head overseeing the operations of the group companies (like Tata Group). Otherwise, you can bring the issue to the Board of Directors, depending on the magnitude of the misconduct. As a junior, you cannot take direct action against your most senior leader. Therefore, my suggestion to you is to gather enough proof and the support of your peers and seniors before taking any action.
From India, Calcutta
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Obviously taking action against the head of the company is not only difficult but also impossible because nobody is above the policy. In this case, you have to understand the company's structure. In most MNCs, there is a monitoring body that oversees operations in a particular country, and to whom the CEO reports (like HUL). If the company is under a group, there is one head overseeing the operations of the group companies (like Tata Group). Otherwise, you can bring the issue to the Board of Directors, depending on the magnitude of the misconduct. As a junior, you cannot take direct action against your most senior leader. Therefore, my suggestion to you is to gather enough proof and the support of your peers and seniors before taking any action.
From India, Calcutta
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As you are an HR Manager, you should know your KRAs and KPIs. Also, you should be familiar with company policies and hierarchy. Please jot down all these on paper and define your responsibilities. To whom do you report - the CEO or any other official?
As an HR Manager, you cannot take action on anyone as it is. Even if you want to take action on lower-grade employees, you should have a report, advice, or suggestion in writing from concerned line managers or supervisors. Based on this, you have to investigate and consult with your boss. In union-dominated companies, it is very difficult to take action on labor as well. It will affect productivity, and the HR manager may end up as the scapegoat.
Taking action on the CEO by an HR manager is not advisable. If the HR Manager possesses strong evidence of the CEO's activities, you can discuss this with the chief of the organization. If he insists, you can submit the evidence. However, it is a litmus test.
SMS-Dubai
From United Arab Emirates, Dubai
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As an HR Manager, you cannot take action on anyone as it is. Even if you want to take action on lower-grade employees, you should have a report, advice, or suggestion in writing from concerned line managers or supervisors. Based on this, you have to investigate and consult with your boss. In union-dominated companies, it is very difficult to take action on labor as well. It will affect productivity, and the HR manager may end up as the scapegoat.
Taking action on the CEO by an HR manager is not advisable. If the HR Manager possesses strong evidence of the CEO's activities, you can discuss this with the chief of the organization. If he insists, you can submit the evidence. However, it is a litmus test.
SMS-Dubai
From United Arab Emirates, Dubai
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Perception Mismatch & Gap Between CEO & HR Head on HR Initiatives.pdf