Employees who agrue with HR

Dear Mr.wencat,

An employee regularly making trouble in the office is to be understood as backed by trade union. Please read my posting in spirit so that you can understand the meaning. I have suggested the way to deal with also. I am sorry if the suggestion put in by me had hurted you. I have learnt the HR practice from the Kerala which is considered to be the most organised labour market in India. I have been in the feild since 1983, a period during which HR was confined to Personnel Management and still I continue but with new concepts of HRD. Basically, I treat labour as asset of the organisation and maintain a good relationship with employees. But to be frank, if an employee doesnot come in line I use to take weapons like disciplinary action, whatever be the consequenses.

However, I will not support any action of (new generation) employers who dismiss employees in mass (500s!!) in a fine morning without giving any opportunity of being heard. This is what I find between Personnel Management and HR Management.

Regards,

Madhu.T.K

Tulasi,

From the discussion I came to know that a key resource is violating the organization's rule. This situation has to be handled carefully.

1) Clear communication of leave policy to all the employees through e-mails. A copy of leave policy should be kept in notice board.

2)After that when there is violation of rule, inform the employee about the rule and its repurcussions of breaking it.

3)Inform to your Reporting manager that Leave management is becoming tuff due to such behaviours.

3)If the situation is out of hand, please take the same to his reporting manager and also to your Senior Manager in HR dept.

Now its their turn to take action on him. If they dont take any action, inform the management that he becomes role model to his colleagues and the descipline is not observed.

Please never argue with any key resources. Controll the situation with simple discussions.

Tulasi,

From the discussion I came to know that a key resource is violating the organization's rule. This situation has to be handled with sensitively.

1) Clear communication of leave policy to all the employees through e-mails. A copy of leave policy should be kept in notice board.

2)After that when there is violation of rule, inform the employee about the rule and its repurcussions of breaking it.

3)Inform to your Reporting manager that Leave management is becoming tuff due to such behaviours.

3)If the situation is out of hand, please take the same to his reporting manager and also to your Senior Manager in HR dept.

Now its their turn to take action on him. If they dont take any action, inform the management that he becomes role model to his colleagues and the descipline is not observed.

Please never argue with any key resources. Controll the situation with simple discussions.

Dear Madhu,

I completely agree with on the point of laying off 55 employees at a time.
it is very disgusting on the part of the company to take such an drastic action.

A policy should me made where some regarding the laying off should be there.

__________________
Tulsi

hi,

we are an Advertising agency and are trying to implement certain HR policies in our organisation.

Can someone help me how should i start with.How can i form my salary structure,leave policies.It would be great to have a detailed help.

Thanks,
Kunjal Desai