Hello everyone.
We are a medium-sized services company with approximately 300 people across India.
Lately, we have observed a significant increase in people rejecting offers and, at the same time, leaking confidential HR information.
We have been trying to identify the reason for this leak, and after some intelligence gathering, we have concluded that the HR manager is responsible for all the wrongdoing.
On the surface, the HR manager appears very supportive and displays a strong belief in the company. However, in reality, the HR manager has been spreading rumors within the organization and dissuading prospective employees from joining.
The management is hesitant to believe this and requires substantial evidence against the HR manager to take action.
Employees who have spoken against the HR manager are unwilling to testify before the management.
Therefore, my question is, what actions can I take to expose the misconduct of the HR manager to the management in a way that cannot be challenged?
Please suggest.
From United States, Chicago
Acknowledge(0)
Amend(0)
We are a medium-sized services company with approximately 300 people across India.
Lately, we have observed a significant increase in people rejecting offers and, at the same time, leaking confidential HR information.
We have been trying to identify the reason for this leak, and after some intelligence gathering, we have concluded that the HR manager is responsible for all the wrongdoing.
On the surface, the HR manager appears very supportive and displays a strong belief in the company. However, in reality, the HR manager has been spreading rumors within the organization and dissuading prospective employees from joining.
The management is hesitant to believe this and requires substantial evidence against the HR manager to take action.
Employees who have spoken against the HR manager are unwilling to testify before the management.
Therefore, my question is, what actions can I take to expose the misconduct of the HR manager to the management in a way that cannot be challenged?
Please suggest.
From United States, Chicago
Acknowledge(0)Amend(0)
It is incorrect to blame the HR manager. Prospective employees should always cross-check any information communicated to them. They should not believe in any rumors. You should definitely first conduct a self-check of the company and its policies before making any allegations. Furthermore, take appropriate action.
Acknowledge(0)Amend(0)
1Acknowledge(0)Amend(0)
Dear Shanti,
As a Legal Manager, you know pretty well that suspicion cannot take the place of proof. In organizational politics, HR people eventually become scapegoats because of their buffer role. As such, in situations like the one you've mentioned, at times, they become victims of their own loosely uttered words or any bold suggestions 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 job is thankless. This is only a general observation because no one is infallible; of course, there are men and then there are men. Your question indicates your pre-judgment based on the premise that there is no smoke without fire. It's better to make a discreet inquiry in this regard, piece together all the available information, make an impartial conclusion, and arrive at a rational decision in the interest of the organization.
From India, Salem
Acknowledge(0)Amend(0)
As a Legal Manager, you know pretty well that suspicion cannot take the place of proof. In organizational politics, HR people eventually become scapegoats because of their buffer role. As such, in situations like the one you've mentioned, at times, they become victims of their own loosely uttered words or any bold suggestions 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 job is thankless. This is only a general observation because no one is infallible; of course, there are men and then there are men. Your question indicates your pre-judgment based on the premise that there is no smoke without fire. It's better to make a discreet inquiry in this regard, piece together all the available information, make an impartial conclusion, and arrive at a rational decision in the interest of the organization.
From India, Salem
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.