Amitranjan
Human Resource
Govardhan
Senior Hr Manager

Thread Started by #amitranjan

Hi,

Gratitude to all of you,

I am working in a manufacturing organization as a hr executive its head office in noida & manufacturing plant in all over india.

I an posted in chandigarh plant. here the problem is this that the factory manager has taken all the power from everybody nobody can take decision even about the smallest thing also here giving sugesstion is not allowed. The person who was at my post earlier has served this company 10 years but due to this problem he has finaly left the organization.

Even the factory manager dont want to maintain any hr system in this plant, He has completely destroyed the hr system.

I dont know how to manage the things b'coz for everything single i need to take permission from him. Even i have discuss the thing to my senior hr to head office & he has talk to him but I am sure that nothing will progress. In that circumstances I need help from you all people that what steps I need to take whether i allow whatever going on or i need to take some steps.

Regards

Amit
9th October 2006 From India, Chandigarh
I am still waiting for the suggestion & solution for my problem. I hope in india lots of senior HR professionals are present & they can suggest me the solution If not then its very worst for our profession. B'coz i am not getting solution . Pls help me.
14th October 2006 From India, Chandigarh
Hello,

I can give you some suggestions. But, you need to answer few questions.

How do you say that the factory manager(FM) has destroyed all the HR system?

Then, what is the system he is following for people management?

Do you feel the system he is having is bad for the company? Then, how?

What initiatives your HR Head has taken to bring in changes, but failed because the FM created stumbling blocks?

What is the reaction of the Top Management towards these issues?

What is the financial performance of your company? What do you think is the FM's contribution towards this?

Is the FM employed since inception and your HR Head joined later?

Is your FM related / closely associated with the CEO in a way beyond the official line?

What is the image of your FM amongst the workers / management staff?

How is your HR head placed in the management hierarchy compared to your FM? What is the image of your HR Head within the company?

What is the basis of your feelings? Can you substantiate?

Can you also tell me what is the HR system that you have envisaged for your organization and how is it different from the existing one?

Are you in power struggle with the factory manager?

Do you think the workers need to give credit to HR for what is initiated/implemented by HR?

Do you think popularity is an indicator of power? Are you aiming for popularity within the organization?

You have said that even for small things he needs to be informed or consulted. Can you tell one example?

Cheers,

Govardhan
14th October 2006 From India, Madras
How do you say that the factory manager(FM) has destroyed all the HR system?

As he is from comercial background in hr he want only one thing that is salary prepration except that according to him is waste of time like pms T&D, employee assistance management etc.

Then, what is the system he is following for people management?

Only one thing what he say that is rule & whtever done by anyone with own wil ( even that work is in favour of organization ) is wrong.

Do you feel the system he is having is bad for the company? Then, how?

Well company is getting business but the satisfaction level of employees is at least stage even slowly slowly old employees are leaving the organization.

What initiatives your HR Head has taken to bring in changes, but failed because the FM created stumbling blocks?

He has discuss with FM regarding the issue but he has replied that he will handle the situtation no need to worry.

What is the reaction of the Top Management towards these issues?

As he is one of the close person of our CMD so from management whatever he do is right.

What is the financial performance of your company? What do you think is the FM's contribution towards this?

Is the FM employed since inception and your HR Head joined later?

Yes

Is your FM related / closely associated with the CEO in a way beyond the official line?

yes

What is the image of your FM amongst the workers / management staff?

no one is satisfy with him every one hates him. One of the staff has tried to fight with this situation and he complained to CMD but CMD has very rudely abuse him and fire him. after that no body take risk.

How is your HR head placed in the management hierarchy compared to your FM? What is the image of your HR Head within the company?

Both are at same level. & the reputation of HR head is quite good within the company.

What is the basis of your feelings? Can you substantiate?

Discussion with other staffs & personal experience & also my HR head has advised me that just do what he ask to do so I cant even think even something going wrong in the organization.

Can you also tell me what is the HR system that you have envisaged for your organization and how is it different from the existing one?

where at least if I found anything wrong I can freely report my senoir But here everybody is scared with him.

Are you in power struggle with the factory manager?

NOT at all. I want only whats my duties & responsibilities that let me do indipendenly along with his concern.

Do you think the workers need to give credit to HR for what is initiated/implemented by HR?

NO I dont think so my duty is to fullfill the expection of employes within the organization limit.

Do you think popularity is an indicator of power? Are you aiming for popularity within the organization?

NOt exactly, but as i am very friendly with everyone in compare to earlier hr so it gives little extra image only.

You have said that even for small things he needs to be informed or consulted. Can you tell one example?

One of my responsibility is providing snacks & tea at right time but for that i need to take permission daily about time & what snack I bring for today.


14th October 2006 From India, Chandigarh
Dear Amitranjan,

I really appreciate your answers and I am sure you have done some introspection while answering my questions.

Now I will give you my reply, but in few parts as I cannot give you a simple and comprehensive reply right in one stroke.

PART 1

Your problem could be rated as Very Serious, or Serious, or Going to be chronic or Hard to solve, Solvable, etc., but all depending on how you feel about the problem. Let me know how you feel. Because, the solution depends on the magnitude of the problem from your point of view.

However, going by what you have desribed, I feel you have taken the problem as serious and you are emotionally disturbed. One thing what appears to be good to me and also strange in the context is that your HR Head has a good reputation in the company. This really means that he is playing the organizational politics well and doing his job right. This also means, you need to analtically look at his management style and derive few valid lessons from him.

Before deciding on anything else, I ask you few questions again -

1. Are you going fast towards crossing your elastic limit?

2. Have you already decided that the fight is not worth and you should find another job soon?

3. Are you willing to prepare yourself for the fight even if it is going to be a long one and sucks all your energy ? Are you really prepared to wage a war against him keeping you emotionally balanced and your day-to-day relations with him smooth and harmonious?

4.Are you really inclined towards:

- examining all the aspects involved,

- developing short-term and long-term strategies for your

war and success,

- build your muscles by self-discipline and self-training,

- adapt appropriate conflict resolution styles at different moments

during the war?

I will give you more suggestions depending on your answers for the above questions.

In the mean time, you may ponder your thoughts over the following points.

1. You have mentioned that your senior had worked for 10 years and left because he was no more able to tolerate the FM's nonsense management. It appears to be strange that he was able to tolerate for 10 years. Are you sure that the FM was the main factor that drove your senior away? Has he gone for a job with lower salary compared to what he was paid in your company? If not, it would mean he gained a solid 10 years of expereince and moved for a better job.

2. You have said that many long serving employees are leaving. Are these employees really productive? Or, they are made to leave because they are not productive.

3. You have indirectly said that your FM is more concerned with Statutory Compliance and he sees that as the role of HR, anything more he is not interested. He may be right depending on the phase your company's business is undergoing. Try to look at his point of view and understand his personal management style. Then, compare it with what is recommended by managment experts.

4. You have said that your FM does not allow anyone's 'own will' to be implemented. Do you think your factory is a trial ground, where different persons could experiment their ideas, irrespective of whether they are bound to bring good or bad, and make a mess, leave without holding any accountabilty?

5. You have also said that your HR Head had a discussion with your FM and your FM said he would handle the problems himself. It means that the FM feels confident about his problem solving skills, he does not want to fall back on your HR Head for support or help. It means that your FM may be really competent and feels that HR could hardly complement his competence. Why does he feel so? What is your factory's absenteeism level? Attrition rate? Employee Turnover? Resignations? Industrial Disputes with the Conciliation / labour court? Work Accidents per month? Any serious accident? Frequency of such accidents? Are there frequent work stoppages / strikes? Is there union problems? Is the union managed well?

We really need to look at all these HR indicators before we come to any conclusion?

How do you say that the satisfaction level of employees is low? Have you engaged any agency for doing a morale survey or job satifaction survey? Are you frequently talking to negative-minded workers? (I would suggest you stop asking for feedback from the workers about their level of satisfaction, unless you are asked to do so formally by your HR Head with some objectives jointly / commonly agreed by your HR Head, FM, CMD. It may not be the role expected from you that you give your shoulders for a worker, who wants to cry upon and critise your FM or any management person. Don't assume roles.)

I do not mean to say that you are wearing wrong glasses or you are blue eyed etc. I am just asking you to be very very analytical so that your success is for sure.

Have you suggested a weekly menu for snacks time? Have you tried to remain enthusiastic about this? Try a tone of voice that sounds enthusiastic to your FM daily when you are asking him about his choice of snacks for the day. Try this and if he is going to delegate this to you, then it is your first success.

Fine. Enough for now. Will write to you soon after hearing from you.

Cheers.

Govardhan
15th October 2006 From India, Madras
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