At my current organization, hiring is taking place without anybody's approval or budget. I need to write an email to all the stakeholders regarding the hiring process so that it does not impact auditing. I would appreciate your suggestions.
From India, Mumbai
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From India, Mumbai
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Drafting a letter or email to all stakeholders is fine and not difficult. More important is the lax practice of hiring without permissions and budgets. The top management has to take a call and lay down who is entitled to hire, involvement of HR in the full process, prior sanctions, and a holistic exercise of reviewing the need for employees, etc.
This email should not be sent by you as HR without a prior discussion with top management. Report the issue to management with details of how many recruitments have taken place without HR intervention, pay scales, and the issues that these ad hoc selections are creating - facts, figures, and the impact on the overall budget.
Then write the letter after obtaining written consent from management.
From India, Pune
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3251This email should not be sent by you as HR without a prior discussion with top management. Report the issue to management with details of how many recruitments have taken place without HR intervention, pay scales, and the issues that these ad hoc selections are creating - facts, figures, and the impact on the overall budget.
Then write the letter after obtaining written consent from management.
From India, Pune
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Dear Rakesh,
This is in addition to what Mr. Nathrao has said. I appreciate your concern regarding unrestricted recruitment. Nevertheless, although you have outlined your requirements, you have not mentioned your designation and who is recruiting without approval, and what influence these senior managers have on the top leadership.
Problems of this nature arise due to the following reasons:
a) Lack of a proper "Policy on Employee Recruitment." This policy should clearly define the authority of those authorized to create new vacancies and the procedures for filling these vacancies.
b) When creating a new vacancy, a comprehensive checklist must be developed to cover all the necessary operations related to the vacancy.
c) Apart from the absence of a policy on employee recruitment, there is a lack of study on the operations determining the manpower requirements. It is also essential to establish industry benchmarks. For instance, in the hotel industry, there is a benchmark for the number of employees per room.
d) The number of employees is not necessarily linked to customer satisfaction. Has the increase in manpower resulted in higher levels of customer satisfaction? While manpower costs have increased, has it reduced other costs? Conducting a Cost-Benefit Analysis (CBA) is necessary.
e) Taking it to a higher level, the company should conduct Time and Motion Studies, which is currently not being done.
f) Have technological advances been explored to reduce dependency on employees? This aspect has not been studied.
Instead of sending an email, I recommend discussing this issue with the top leadership. Subsequently, you can draft the Policy on Employee Recruitment. While it may be debatable whether a person requesting an email draft can draft a policy, seeking assistance from a consultant is advisable. Please feel free to contact me for my paid services.
Determining the appropriate workforce is always a challenge. However, excessive manpower poses problems similar to excess luggage. More employees mean more supervision, potentially leading to interpersonal issues or conflicts.
Thanks,
Dinesh Divekar
From India, Bangalore
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This is in addition to what Mr. Nathrao has said. I appreciate your concern regarding unrestricted recruitment. Nevertheless, although you have outlined your requirements, you have not mentioned your designation and who is recruiting without approval, and what influence these senior managers have on the top leadership.
Problems of this nature arise due to the following reasons:
a) Lack of a proper "Policy on Employee Recruitment." This policy should clearly define the authority of those authorized to create new vacancies and the procedures for filling these vacancies.
b) When creating a new vacancy, a comprehensive checklist must be developed to cover all the necessary operations related to the vacancy.
c) Apart from the absence of a policy on employee recruitment, there is a lack of study on the operations determining the manpower requirements. It is also essential to establish industry benchmarks. For instance, in the hotel industry, there is a benchmark for the number of employees per room.
d) The number of employees is not necessarily linked to customer satisfaction. Has the increase in manpower resulted in higher levels of customer satisfaction? While manpower costs have increased, has it reduced other costs? Conducting a Cost-Benefit Analysis (CBA) is necessary.
e) Taking it to a higher level, the company should conduct Time and Motion Studies, which is currently not being done.
f) Have technological advances been explored to reduce dependency on employees? This aspect has not been studied.
Instead of sending an email, I recommend discussing this issue with the top leadership. Subsequently, you can draft the Policy on Employee Recruitment. While it may be debatable whether a person requesting an email draft can draft a policy, seeking assistance from a consultant is advisable. Please feel free to contact me for my paid services.
Determining the appropriate workforce is always a challenge. However, excessive manpower poses problems similar to excess luggage. More employees mean more supervision, potentially leading to interpersonal issues or conflicts.
Thanks,
Dinesh Divekar
From India, Bangalore
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