Hi All,
Please let me know, if the HR Team is to be blamed for non performance of the operations team........ how can this be rectified, and make sure it does not happen in future. What is the role of HR in performance of Technical team..
Kala
From India, Bangalore
Please let me know, if the HR Team is to be blamed for non performance of the operations team........ how can this be rectified, and make sure it does not happen in future. What is the role of HR in performance of Technical team..
Kala
From India, Bangalore
Hi Kala,
conduct trail / tech training organised with ops head. before you could offer him.
review after three months probation.
have a HR investigator on site / on floor / in team in order to monitor he / she performance.
both of HR & Ops should sign interview process form. that means ops should involve in selection process.
so there is no blame on HR.
From India, Bangalore
conduct trail / tech training organised with ops head. before you could offer him.
review after three months probation.
have a HR investigator on site / on floor / in team in order to monitor he / she performance.
both of HR & Ops should sign interview process form. that means ops should involve in selection process.
so there is no blame on HR.
From India, Bangalore
Dear Kala
First of all have positive approach towards any issue. In some cases HR / Administration can be made responsible for non performance of Operation/execution team because there may not be having proper arrangement of Refreshment at workspot. If the operation/execution team spends major time in shuttling for refreshment then obviously the productivity will go down. Second Fully satisfied employee only can give 100% dedication towards his work/production for which HR/Admin/Facilities department has to take care of their welfare.
Now you tell us is it possible to make HR responsible for non performance of Executory /Operation Staff?
Think and give reply dear............
From India, Kumbakonam
1166First of all have positive approach towards any issue. In some cases HR / Administration can be made responsible for non performance of Operation/execution team because there may not be having proper arrangement of Refreshment at workspot. If the operation/execution team spends major time in shuttling for refreshment then obviously the productivity will go down. Second Fully satisfied employee only can give 100% dedication towards his work/production for which HR/Admin/Facilities department has to take care of their welfare.
Now you tell us is it possible to make HR responsible for non performance of Executory /Operation Staff?
Think and give reply dear............
From India, Kumbakonam
Greetings,
Your question sounds interesting. Please give some background for us to brainstorm and find a resolution .
Is the project in question related to hiring or employee satisfaction? How have the operation team arrived at the conclusion that it was HR's fault?
Ideally , HR delivers on very broad range of activities , hence it is possible for anyone to blame them in case of a failure. But that cannot become an objective view , without a proper analysis of the events.
Please share what have happened and what drove this blame game.
Regards,
(Cite Contribution)
From India, Mumbai
Your question sounds interesting. Please give some background for us to brainstorm and find a resolution .
Is the project in question related to hiring or employee satisfaction? How have the operation team arrived at the conclusion that it was HR's fault?
Ideally , HR delivers on very broad range of activities , hence it is possible for anyone to blame them in case of a failure. But that cannot become an objective view , without a proper analysis of the events.
Please share what have happened and what drove this blame game.
Regards,
(Cite Contribution)
From India, Mumbai
Dear Ms. kala,
In short and sweet, rather confusing you, i want you to ask yourself "Is HR RESPONSIBLE FOR OPERATIONS TEAM PERFORMANCE"
1) HR TEAM will be blamed, if you failed to recruit and setup THE BEST OPERATIONS TEAM, which may be one of the reason for NON-PERFORMANCE. Not to mention, OPERATIONS HEAD should participate in RECRUITMENT PROCESS.
2) HR TEAM will not be blamed if OPERATIONS TEAMS failed to meet objectives or perform as per company expectations then, OPERATIONS HEAD to be blamed. OPERATIONS HEAD should train and motivate his employees that yields BEST RESULTS.
OPERATIONS HEAD should identify what is LACKING in his TEAM so that, his team members can be trained to fill that particular gap.
I had repeated this phrase in most of my post "TRY TO FIND OUT THE ROOT CAUSE FOR NON-PERFORMANCE, FAILURES, ETC" Once you identify the root cause, you will find solution as well. Many people are fond of reacting rather responding to the problem as I found this drawback as habitual.
We need to apply logic which will give you solution to every problem. Infact there are NO PROBLEMS only CHALLENGES and OBSTACLES. If you treat PROBLEMS as OPPORTUNITIES then you will find yourself ahead of others, because your approach is UNIQUE when compared to the rest.
With profound regards
From India, Chennai
In short and sweet, rather confusing you, i want you to ask yourself "Is HR RESPONSIBLE FOR OPERATIONS TEAM PERFORMANCE"
1) HR TEAM will be blamed, if you failed to recruit and setup THE BEST OPERATIONS TEAM, which may be one of the reason for NON-PERFORMANCE. Not to mention, OPERATIONS HEAD should participate in RECRUITMENT PROCESS.
2) HR TEAM will not be blamed if OPERATIONS TEAMS failed to meet objectives or perform as per company expectations then, OPERATIONS HEAD to be blamed. OPERATIONS HEAD should train and motivate his employees that yields BEST RESULTS.
OPERATIONS HEAD should identify what is LACKING in his TEAM so that, his team members can be trained to fill that particular gap.
I had repeated this phrase in most of my post "TRY TO FIND OUT THE ROOT CAUSE FOR NON-PERFORMANCE, FAILURES, ETC" Once you identify the root cause, you will find solution as well. Many people are fond of reacting rather responding to the problem as I found this drawback as habitual.
We need to apply logic which will give you solution to every problem. Infact there are NO PROBLEMS only CHALLENGES and OBSTACLES. If you treat PROBLEMS as OPPORTUNITIES then you will find yourself ahead of others, because your approach is UNIQUE when compared to the rest.
With profound regards
From India, Chennai
Dear All,
Sorry that I dint give a clear insight of the problem, this is for a start up IT company.
I basically asked this question because the HR team was blamed, when the Team Leader could not deliver the best to the Client. Could not resolve the problems and ultimately had to loose the Client on longterm Partnership. It was one of the most important project the company had received but technically we could not retain the Client.
The same Team leader had accomplished few smaller projects successfully before. So even the HR was blamed when the deal was lost.
So more than a blame game wanted to understand the role of HR in performance management(Technical)
Thanks & Regards
Kala
From India, Bangalore
Sorry that I dint give a clear insight of the problem, this is for a start up IT company.
I basically asked this question because the HR team was blamed, when the Team Leader could not deliver the best to the Client. Could not resolve the problems and ultimately had to loose the Client on longterm Partnership. It was one of the most important project the company had received but technically we could not retain the Client.
The same Team leader had accomplished few smaller projects successfully before. So even the HR was blamed when the deal was lost.
So more than a blame game wanted to understand the role of HR in performance management(Technical)
Thanks & Regards
Kala
From India, Bangalore
Dear Ms. Kala
I can say that its a BLAME GAME where everyone is highlighted for loosing client.
If you can answer these questions, you will find suitable answer for your own query
1)Did anybody in your company had taken COMPLETE ACCOUNTABILITY & OWNERSHIP of the PROJECT?
2) What is the role of HR DEPARTMENT in setting up OPERATIONS TEAM?
3) What kind of support is HR DEPARTMENT offering to OPERATIONS TEAM?
4) Is there anybody in HR DEPARTMENT having in-dept exposure pertaning to IT RECRUITMENT?
Regarding PERFORMANCE APPRAISAL, HR DEPARTMENT will support and consider whatever feedback given by respective employees who can be TEAM LEADER or PROJECT MANAGER etc.
Now a days HR is playing a major........HR DEPARTMENT is considered as PROFIT/COST CENTER, BUSINESS PARTNER etc because HR DEPARTMENT can do wonders provided that TOP MANAGEMENT SUPPORTS HR DEPARTMENT out of his way.
Hope you got the clear picture now.
with profound regards
From India, Chennai
I can say that its a BLAME GAME where everyone is highlighted for loosing client.
If you can answer these questions, you will find suitable answer for your own query
1)Did anybody in your company had taken COMPLETE ACCOUNTABILITY & OWNERSHIP of the PROJECT?
2) What is the role of HR DEPARTMENT in setting up OPERATIONS TEAM?
3) What kind of support is HR DEPARTMENT offering to OPERATIONS TEAM?
4) Is there anybody in HR DEPARTMENT having in-dept exposure pertaning to IT RECRUITMENT?
Regarding PERFORMANCE APPRAISAL, HR DEPARTMENT will support and consider whatever feedback given by respective employees who can be TEAM LEADER or PROJECT MANAGER etc.
Now a days HR is playing a major........HR DEPARTMENT is considered as PROFIT/COST CENTER, BUSINESS PARTNER etc because HR DEPARTMENT can do wonders provided that TOP MANAGEMENT SUPPORTS HR DEPARTMENT out of his way.
Hope you got the clear picture now.
with profound regards
From India, Chennai
Hello...
If you are an HR professional Mr. Kala, than you would be aware of HR's role in Performance management of operations team and specially the in the technical appraisal or feedback.
Its very rarely seen that an HR professional is involved in giving technical ratings for a team leaders performance...yes they are involved behavioral ratings mostly such as attitude, discipline etc.So if the team leader could not perform on one such project the accountability of failure should be of the Project Manager or who so ever the Team Leader is reporting to.
This is one common problem of HR departments all across the country or may be world, because they design a system hence they are blamed for the failure.
Please raise your voice against such injustice, it is not correct and if you or your HR department will take everything silently the real culprit may cause more problems in future.
I hope it clarifies your query Mr. Kala....feel free to discuss it further and inform us about your course of action.
Regards,
Archna
From India, Delhi
If you are an HR professional Mr. Kala, than you would be aware of HR's role in Performance management of operations team and specially the in the technical appraisal or feedback.
Its very rarely seen that an HR professional is involved in giving technical ratings for a team leaders performance...yes they are involved behavioral ratings mostly such as attitude, discipline etc.So if the team leader could not perform on one such project the accountability of failure should be of the Project Manager or who so ever the Team Leader is reporting to.
This is one common problem of HR departments all across the country or may be world, because they design a system hence they are blamed for the failure.
Please raise your voice against such injustice, it is not correct and if you or your HR department will take everything silently the real culprit may cause more problems in future.
I hope it clarifies your query Mr. Kala....feel free to discuss it further and inform us about your course of action.
Regards,
Archna
From India, Delhi
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