Hr Executive
Consultant - Strategic Hr
Hr Professional (generalist)

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Dear ALL,

Am working for a BPO as Asst Manager-HR (Generalist) and the tot employee strength is 850. I do have 5 direct reportees under me and i majorly cover all employee relations, implementing and amending HR policies, Performance Management, developing new comp and ben structures, etc..

This company was recently acquired by a reputed Indian IT firm and a firm from US. When i joined this company last 4 months back, nothin was in place and i somehow developed all procedures, guidelines to run the HR function smoothly. Now more or less everything is in place and my team is happy about that.

All these days i was getting good support from the centre-head and recently when i denied for issuing certain promotion letters to some team members without proper appraisal, and without proper documentation it all started. I said i cant go ahead & issue jus by the verbal recomendations by the TL's within the process, so from then the friction between me and the centre head started.

Not only this issue, apart from this lot many other harrassment issues are coming up to me from the employees. And this Centre-HEad is strongly supporting these TL's who were there from the inception of that process.

Initially i was reporting to VP-HR from that parent company (Indian IT Firm) and recently i started reporting to the centre-head.

Even i escalated these issues to the CEO who sits in US, but am not gettting the support to straighten certain things that are happening with this company.

Am totally in a confused state of mind, can anyone help me out how to tackle this situation ??


Hi Mr. Naveen, I understand your problem. The only solution that comes to my mind is that you shoot out a mail to the US authorities / VP-HR mentioning all the problems being faced by you.
dear sir,
actually before doing anything wrong pl. think positively with cool mind.. u have to work with that centre head so dont destroy your relations with him..
i read a case study.. in that study x is a very professional employee and he did a lot for cos. but ultimately he had to resign just becuz the culture..even he convinced seniors but however he had to give resign..
i am not demoralize u. but telling you the right fact what happens.. u just take centre head in your confidence.. have meeting with him and convince what u want to say is logical.. To shoot mail to final authorities is a last process... share ur views with me and others and whatever decisions u take, pl. take with a cool mind in consideration with ur future career..

Hi Naveen,

i understand your issue and this type of situation aries in many organisations and even i had faced the same problem in my career.

here my suggestion is, be professional which you are but try to explain what is the importance to be professional to your center head and US authorities but semaltanuously spoke to the TLs as well.

here employee relation part comes into the picture so you have to deal with your employees and take faith from them, be friendly, feel them that they are also part of the organization and organization is very keen to know their views and suggestion. when you got good faith in your employees towards you then you will never face any issue like this and whatever you want to implement employee will appreciate and take positively.

second, i must say discuss with thoes TLs rather then discussing with US authorities or center Head first (take both of them in one loop). have a meeting with TLs and ask them, tell them, and always be friendly, present yourself as a colleague not as an HR.

Because as an HR we have to change the environment...we can try but we can't commit.




I feel this is the same story withpeople who try to bring in change. The basic reason why you are facing this problem is because you took the initiative to bring in some change in the way things work in your company. Before suggesting any solution, i would like to know how things were done before you initiated new procedures.

One of the basic reasons why people are reacting to your initiatives is because they have got used to the previous procedures or the " no procedure" lifestylke. If thats true, you need to talk to the centre - head and tell him the issues which have come up in the past due to not following proper procedures. I am sure there will be many issues which you can think of. One best way of taking him into confidence is to involve him in the procedure forming body itself. Give him key powers...not all but some. and things will change.

You mentioned that you are handling ER for a company of 850. Well, what i suggest is that you do a ground check regularly...else you will not know how your employees feel about your initiatives. I am sure, all you employees are smart enough to see the positive side of initiatives which you wish to bring in to the company. But sometimes, taking to them and giving them directions proves to be a great help.

Lastly, its better to be proactive than to be reactive when you handle key issues like ER for a firm.

Hope the above info works for you.



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