I am looking for straight forward, unbiased opinions on this topic.
I am an entrepreneur running a 50 crore manufacturing and trading unit employing about 70 staff and 100 workers.
It was a family run setup with the MD making all HR and salary decisions and with direct access to most senior staff.
3 years ago we decided to create an HR department as we felt a growing company needed it. We hired an experienced HR manager and an assistant.
My question is :
After 3 years - while we have been able to streamline many of the policies etc. in the company and also streamlined channels of communication - our HR manager is almost universally disliked by majority of the staff. The manager attributes this fact to the cause that she has to implement all the disciplinary policies of the company (late coming, deductions, limits on loans etc.).
In general we are a relatively relaxed, profitable company and are giving regular minimum 10-12% annual increments to all staff besides good facilities.
My question is - is it normal for the HR department and HR manager to be generally disliked by most people in the company ? We have no experience about this so am asking this question. Please share your views.
tks - Andy
From India, Ludhiana
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YaasminThis is something callled RESISTANCE TO CHANGE and this behavior is normal of the people.
The people feel's like the HR is creating Gap or Distance between them and employer.
Here in this case, I would prefer, the employer should make sure to keep thier faith on them and make them understand that HR is the part of growing responsibilities in the company and not to pplay hinderance role in organisation.
From India, Mumbai
As mentioned by one of the friend above, its just resistance towards change.
The main thing you have to do is is keep a balance between the HR team and other staffs. You can directly talk with the staffs if possible and tell the advantages of HR Department to them.
Also in future if any employee comes with a problem directly to you, forward the same employee to the HR department and make necessary arrangement for smoothly solving the problem.
By doing such small changes, slowly your staffs will feel more comfortable with the HR department.
Regards and Thanks,
Sajith Kumar K
From India, Mumbai
I agree with Yaasmin & sajith Kumar.
its really like resistance towards change. You always creat importence to HR. and show them HR Benifits and services.
But Every where maximum employees feel like HR is creating Gap or Distance between them and employer.
Dear Prince you creat importence to HR for ome days. slowly your staffs will feel more comfortable with the HR.
From India, Bangalore
ThePrenceBut its been three years....isnt that a long time for these things to get settled down ? tks.
From India, Ludhiana
I am no HR expert. However, I have worked in a number of organizations and can tell you that the HR dept has not been seen in that light by all the staff. But all the organisations that I have worked had a HR Department that was well established for years. Part of the answer is in your message. Let me ask for a clarification at the outset. Please tell us what is the reaction of the workers to the HR Dept?
Like others have suggested, whenever a change is introduced that reduces the informal contact system (previously, "MD making all HR and salary decisions and with direct access to most senior staff." according to you) that existed, people feel that their importance is reduced. Also, when informality has to give way for formal rules and procedures, the decision making time increases and that can be frustrating.
Have a nice day.
A rerired academic in the UK.
From United Kingdom
ngurjarAndy, Interesting question. I do feel that the HR needs to express its objective approach and should have sufficient management support to 'market' their role in a more positive way.
From United States, Daphne
Hussain ZulfikarHI Andy
With reference to your query on, HR manager being disliked by the employees due to implementing policies and procedures. My Suggestions are
• Let HR Manager or HR personnels interact more and more with employees at all levels of management.
• HR Department shall conduct an effective induction and orientation program for new joining employees, make this program fun filled and exciting, as new comers would expect.
• Organize team building activities involving HR personnels, this will help create bonding between departments in the company, such as Administration, Finance, Productions, Marketing and even top management.
• Organize Picnics, Excursions, Annual Dinner Parties with families etc, allow social interaction between all departments not only production and HR. This activities incur cost, but if you see the advantage in employee morale and liking towards company.
• HR Department shall convey memos, messages, order, announcements in a polite, subtle and a little humorous way wherever applicable, so that HR Department is not seen as strict headmaster of school.
• Employee grievances and Issues shall be dealt with politeness and promptness. Once few problems are solved by HR, employees will develop trust and liking towards the HR Department.
This are few suggestions that comes to my mind, hope this are helpful.
From Kuwait, Salmiya
debasis786You should have allowed him to settle down with implementing policies on employee engagement and benefits and getting acquainted with the people systems. He/she should have given a chance to build up an inter personal relationship with the employees and win the confidence of the employees before implementing policies on the discipline. I would suggest he should now be enpowered to take unbiased decision on day to day manpower movement,settlement of grievances at the root level, etc ..
V. BalajiWhy HR department has to be disliked? If they start disliking, they can even dislike marketing, finance, taxation, etc. Liking of disliking comes only when there is an embargo in getting the things done in their favour and whoever seems to be on their way would be perceived as hindrance.
My company too is a closely held company. Till recently i.e. upto the year 2005-2006, there was no HR department. We came and set up the department, initiated certain policies and procedures. Earlier each and every single recruitment is done under the supervision of MD and top management. When company grows it is not possible for them to concentrate on these issues, and therefore such department is established.
HR department ideally must function as a bridge between the employees and management. They must address the genuine issues of employees and admonish the issues which deviate the system. No one must work for people, but work for the organization. When you initiate a policy, some people may get benefitted and others may get affected. It is not possible to keep all people happy.
In your case, I feel you are going in the right direction.
From India, Madras