Dear Seniors,
I need your guidance; there was no HR department in our company, and they hired me for the same purpose. I have developed strategies and plans, but when proposed to higher management, they are not getting approved. In our company, people don't work as a team, and I am facing many issues. Can any senior guide me on what and how I should move forward?
I conducted a gap analysis, prepared a presentation, and shared it with the Director and Chairman. They approved, but the GM is not ready, so all old procedures are being followed, and nothing is organized. I am awaiting valuable inputs.
Thank you.
From United Arab Emirates, Sharjah
Acknowledge(0)
Amend(0)
1I need your guidance; there was no HR department in our company, and they hired me for the same purpose. I have developed strategies and plans, but when proposed to higher management, they are not getting approved. In our company, people don't work as a team, and I am facing many issues. Can any senior guide me on what and how I should move forward?
I conducted a gap analysis, prepared a presentation, and shared it with the Director and Chairman. They approved, but the GM is not ready, so all old procedures are being followed, and nothing is organized. I am awaiting valuable inputs.
Thank you.
From United Arab Emirates, Sharjah
Acknowledge(0)Amend(0)
Your attempt to bypass the GM and make a presentation directly to the Director & Chairman has possibly created this situation. The best way out is to request your Chairman to direct the GM to evaluate the proposals made by you and put up the same with his comments. You have to merely wait for the GM to call you for a presentation. This will presumably break the deadlock.
Remember to carry the people in the hierarchy with you if you want success in launching any new initiatives. Ego satisfaction of the people is an art, which you'll be able to acquire soon with this opportunity provided to you by your GM for doing some introspection. You need to be grateful to him for the same.
From India, Delhi
Acknowledge(0)Amend(0)
Remember to carry the people in the hierarchy with you if you want success in launching any new initiatives. Ego satisfaction of the people is an art, which you'll be able to acquire soon with this opportunity provided to you by your GM for doing some introspection. You need to be grateful to him for the same.
From India, Delhi
Acknowledge(0)Amend(0)
Thank you very much, Dear Bhatia, for your reply. Let me clarify here. We have invited the Chairman, GM, and other departmental heads, but he was not able to attend on the day, even though I personally confirmed his attendance for this meeting. Later, I informed him, yet there were no results. I understand that as the GM, he has the right to reserve his attendance. In such a case, how should I proceed to the next level.
From United Arab Emirates, Sharjah
Acknowledge(0)Amend(0)
From United Arab Emirates, Sharjah
Acknowledge(0)Amend(0)
You may attempt sending an email to your GM stating that a summary of the views, comments, and suggestions of the Heads of Departments who attended my presentation is attached for your kind perusal. Since you were unable to participate, I would like to keep you fully informed and also seek your guidance on how to proceed further, as the Chairman has expressed a desire to move forward on this initiative to streamline HR in our company. Please copy your email to all HoDs, requesting them to confirm that their views, comments, and suggestions have been adequately included in the summary. No need to mark this email to the Chairman.
After sending the email, meet the GM in person to request a timeslot, at his convenience, to discuss the views of the HoDs in detail and seek advice on how to move forward. Hopefully, you'll get a positive response. If not, request the GM to arrange a meeting with the Chairman.
From India, Delhi
Acknowledge(0)Amend(0)
After sending the email, meet the GM in person to request a timeslot, at his convenience, to discuss the views of the HoDs in detail and seek advice on how to move forward. Hopefully, you'll get a positive response. If not, request the GM to arrange a meeting with the Chairman.
From India, Delhi
Acknowledge(0)Amend(0)
Dear Stasneem75,
BK Bhatia has given you some excellent suggestions. Hence, let me ask a few questions to clarify the situation. Kindly provide more information about the size of the organization and who appointed you. Was the GM involved in the interview process? Who assigned you the task of conducting the Gap Analysis and providing ideas? Additionally, useful information would include details about your previous experience, etc.
From United Kingdom
Acknowledge(0)Amend(0)
BK Bhatia has given you some excellent suggestions. Hence, let me ask a few questions to clarify the situation. Kindly provide more information about the size of the organization and who appointed you. Was the GM involved in the interview process? Who assigned you the task of conducting the Gap Analysis and providing ideas? Additionally, useful information would include details about your previous experience, etc.
From United Kingdom
Acknowledge(0)Amend(0)
I would request to you please share the process of gap analysis with us so we can acquire some knowledge on this.
From India, New Delhi
Acknowledge(0)Amend(0)
From India, New Delhi
Acknowledge(0)Amend(0)
Dear friends,
Thank you very much for your guidance. Finally, we sat together and discussed; GM has agreed to the proposed 25%. I am taking it as a positive sign to move ahead. I am sure that once they see my work and results, they will permit the remaining.
I will keep posting our progress here.
I really appreciate the hard work of the CiteHR team and its associates for developing this platform. Thank you very much.
Thanks, friends.
From United Arab Emirates, Sharjah
Acknowledge(0)Amend(0)
Thank you very much for your guidance. Finally, we sat together and discussed; GM has agreed to the proposed 25%. I am taking it as a positive sign to move ahead. I am sure that once they see my work and results, they will permit the remaining.
I will keep posting our progress here.
I really appreciate the hard work of the CiteHR team and its associates for developing this platform. Thank you very much.
Thanks, friends.
From United Arab Emirates, Sharjah
Acknowledge(0)Amend(0)
Hi there,
Remember that there are 2 Cs which you need to exhibit in such a scenario. They are Consultations and Consensus from your state holders. Unless you master them, it would be a difficult assignment for you.
I would suggest that as an HR professional, you should start by working on your MIS first. In many cases, your MIS in such companies will be at stake. Slowly incorporate the Recruitment function, followed by Developmental and Compensation & Benefits under your supervision. Delegate a team to handle HR operations towards the end of the assignment.
Thank you,
Dilip Kumar MN
8886422667
From India, Hyderabad
Acknowledge(0)Amend(0)
Remember that there are 2 Cs which you need to exhibit in such a scenario. They are Consultations and Consensus from your state holders. Unless you master them, it would be a difficult assignment for you.
I would suggest that as an HR professional, you should start by working on your MIS first. In many cases, your MIS in such companies will be at stake. Slowly incorporate the Recruitment function, followed by Developmental and Compensation & Benefits under your supervision. Delegate a team to handle HR operations towards the end of the assignment.
Thank you,
Dilip Kumar MN
8886422667
From India, Hyderabad
Acknowledge(0)Amend(0)
Hi Stasneem,
Gap analysis is not a task to be performed on an individual level if it is done at the organizational level. There are many factors that need to be considered, such as:
- The category of people for whom the gap analysis is being conducted:
1. Technical staff
2. Non-technical staff
Or it can be based on behavior analysis. When conducting technical gap analysis for any training needs, observations should involve input from department heads to validate the data, making your observations more credible. Therefore, it is advisable to share the data with all department heads. It is always beneficial to follow organizational guidelines.
Thank you.
From Taiwan,
Acknowledge(0)Amend(0)
Gap analysis is not a task to be performed on an individual level if it is done at the organizational level. There are many factors that need to be considered, such as:
- The category of people for whom the gap analysis is being conducted:
1. Technical staff
2. Non-technical staff
Or it can be based on behavior analysis. When conducting technical gap analysis for any training needs, observations should involve input from department heads to validate the data, making your observations more credible. Therefore, it is advisable to share the data with all department heads. It is always beneficial to follow organizational guidelines.
Thank you.
From Taiwan,
Acknowledge(0)Amend(0)Looking for something specific? - Join & Be Part Of Our Community and get connected with the right people who can help. Our AI-powered platform provides real-time fact-checking, peer-reviewed insights, and a vast historical knowledge base to support your search.