Psdhingra
Legal Analyst, Hrm
Ngurjar
Management Consulting, Management Development,
Hussain Zulfikar
Hris Implementation, Payroll, Recruitment,
Rrreddy
Sr.executive - Hr
Nashbramhall
Learning & Teaching Fellow (retired)
Kknair
Hr, Ir, Law, Disc. Matters
V. Balaji
Ir & Hr
Yaasmin
Administrations
Nikhilkadu
Generalistic Role
Sajithgrsm
Hr Only Hr All Fields
Abhaydamle
Service
Debasis786
Service
Suhas Pola
Professional
+7 Others

Dear All,

I am looking for straight forward, unbiased opinions on this topic.

BACKGROUND:
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
This 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.
Dear,
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
09768765593
Dear Prence,
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.
But its been three years....isnt that a long time for these things to get settled down ? tks.
Dear Andy,
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.
Simhan
A rerired academic in the UK.
Andy, 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.
HI 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.

Best Wishes

Hussain
You 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 ..
Why 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.

Balaji
Thanks Balaji for your post explaining the situation in your company. However, it is not clear whether you have also experienced what he is experiencing: that is some sort of resentment against the HR and it's functioning.
From his post, it's also not clear whether he is seeking a solution to his problem (though some have given excellent ideas).
Have a nice day.
Simhan
Dear ThePrence,

You mentioned in your post that your organization started with HR only 3 years back. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with the all the policy documents and details of everything that your HR Dept. did to streamline things.

If you could do that, it will be areal help.

You can mail me at

Thanking you.

[QUOTE=ThePrence;1548498]Dear All,

I am looking for straight forward, unbiased opinions on this topic.

BACKGROUND:

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.).
Dear V.Balaji,
You mentioned in your post that your organization started with HR only recently. I have joined a similar organization a week back in the post of HR manager. I would appreciate it if you could help me with the all the policy documents and details of everything that your HR Dept. did to streamline things.
If you could do that, it will be a real help.
You can mail me at
Thanking you.

HI Andy
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.
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.
Hi,
It is very difficult to run an organisation with out an HR department especially when we look at the employee turn over/ recruitment/ training/ employee welfare/ statutory compliances etc. I have come across with a similar situation. I was initially in another department of the company and my transfer to HR department was widely accepted by all employees in general. With in a short span of time, issues similar to that Mr. Andy has pointed out, started poping up depicting me as a most "disliked" person. But being an HR professional my endevour was to identify the root-cause and solving the same. The reasons behind the employee's dislike were:

1. They dont want to be guided or ruled either by any person or procedure.
2.They don't like their relationship/ access to the employer being cut.

My employer also initially got disappointed in the manner things turned around and I think they had even thought that their decision of bringing me as HR Head was wrong. But the organisation is with 50 yearsv of existance with its branches across the country and it is impossible to run the show with out an HR dept. THEY WILL HAVE TO SUFFER EITHER ME OR ANY OTHER SIMILAR "DISLIKED" But I went ahead with new policies which includes a lot of welfare schemes and I had put in my best effort to abridge all gaps.

My employer has got many other companies and in one of them they have a very weak HR department. Even after more than 15 years they have no solid policies or guidelines on any of the matters. All the newly joining managers implemented their own policies for one or two years and left. Frequent change in the managers / operating officers lead the company to an administrative paralysis. Finally the management realised the necessity of a strong system and capable HR Professional to take care of the same. Finally I am asked to support them in organising a strong HR Team and lay down guidelines and policies.

There is a solution for solving such "resistances". The following guidelines will of course help you.

1. Give certain defined empowerment to HR Dept.
2. Route always all HR matters through HR Department only.
3. Do not intervene in HR matters unless there is stronger reasons to do so in the interest of the organisation.
4. When they are laying down restrictive policies, let them be the guardian of all employee welfare schemes also.
5. When you are announcing any salary revision let it happen through HR Dept.
6. Announce all welfare schemes through HR department
7. Treat the most "DISLIKED" with dignity.

This will of course solve your issues.

Rgds

shs
When faced with the uncertainty of a major change effort, employees tend to adopt a ''victim mentality ''. Even if we want to change in our routine food habits for getting certain benefits, imagine how difficult it is to change but once we get the benefits of that change we feel happy about the change as we have come out of that comfort zone. Similarly
under -communication to employees about the new change with lack of clarity of what we have to do, why it is essential, how we are going to accomplish leads to resistance to change. Involving people who matters most and telling through them to the employee that what benefits we all are going to get. People don't resist change if they know what benefits I am going to get out of this change. You can always tell the vision of the company and how they can be part and parcel of this change. There is much more to say .
Permeshwernath
Dear Suhas,
Thank you for answering Andy's query and confirming that others also have faced similar responses from the staff, and also for giving sound remedies for overcoming the problem.
Have a nice day.
Simhan
Many support functions like HR do not act as the 'support' functions many a times. They tend to dictate certain policies and procedures that create hindrance in the functioning of the 'main' business function. Hence they are disliked by many mainstream employees. HR needs to ensure that their working benefits the business. Also they need to talk to other functions to educate them and set their expectations right.
Anand
9975977117
Dear sir
I think your your HR department is doing well. your employees dislike them. well think your HR peoples are making only policies. it seems that there is Communication Gap Between your Employees and your HR Department.
There may be some conditions
01 if some of your employee dislike Your HR Department it is ok . it is imposible to make happy to everyone. In Ram Raj Every thing was good but some of them were against them.
02 if majority of your employee dislike them than it is a serious matter. may be your HR wants to make policies then there is some communication Gap
03 it may be possible your old employee did not want any mediater between you and their self.
So handle this matter carefully.
HR department is BACK Bone of any company.
If your HR department is solid Your company will grow smoothly.
otherwise there may be some troubles.
Purushottam Dass Matta
Sr. Executive (Admin & HR)
Contact No 09784595015
EMail :

Dear all, HR is disliked or resented is not a new phenomena. It universally applies with every change, partcularly those changes where rules are laid down or is strictly applied. As the company is expending, there is a need to have formal systems and Rules and regulations. This would be a departure from the days of informality and direct communications. This would bring forth unfair comparison with the days of yore when everbody knew everyone else and communications used to direct and fast. Hence such sentiments are bound to come. But the question remains as to whethe the management feels so? If the HR enjoys the confidence of management, then the next step is to be taken, winning the confidence of employees. HR should take initiative in bettering the services it renders and take proactive steps in some areas like employee development, introduction of welfare schemes. An HR department which does not enjoy employee confidence will not be able to really tackle IR issues and long term interest matters. Hence the situation calls for introspection by HR man as to how he can bring confidence.
Hi!
Please try and implement the suggestions given by Mr Hussain. They are excellent, time tested and really work. Ask your HR to present herself as a relaxed, approachable and affable person, but without comprising on the discipline. Wishing you and her the very best.
Capt Shalini Nair
Manager HR & Training
The Bella Vista
Dear Simhan,

I have not faced any such experience in our organization. We give enormous freedom to employees. We are transparent and open to everyone. Still I remember what our Md told me when I met him during the interview jokingly, "see our cabins; that are made with glass, so that people can see me from outside as to what am I doing inside".

We are 40 years old company we started manufacturing single lift in year way back in 1968-69 and today we are doing not less than 6000 lifts in a year. We have grown and enjoying No.1 position on All India basis. We have 40 branches all over India and branches in Srilanka, Nepal ane Male.

All these were possible only because we believe in people. The trust we developed over a period of time. There is no Union in our organization. Whoever wants, and whatever they want, can straight approach HRD Department and ask. HRD deparment if it within the ambit of the system, do not wait for anyone's approval, and immediately sanctions it. Some points that needs intervention, still taken up with higher ups, and special approval is taken.

By that time I was writing this, I had to go to meet someone who came for interview (who was with our organization 3 years back) seeking employment in our organization. I asked him "what is the reason for his quitting my organization and what made him to decide to join my organization again"; he said, "he left the organization for salary, and wants to join my organization for career". I am going to consider him for our requirement. I do not have to ask anybody. That is the freedom I enjoy in my organization and anybody for that matter in their department. There are many people in our organization who quit us came back and joined again.

Therefore, Ideally, the management must practice good working culture, so that people always cherish the memories even if they quit.

Coming back to the question that the poster has put forth here. He is trying to understand that whether the same trend is practiced by other HRD Dept in other companies. If most of us endorse, 'yes, in our organization also we are facing the same problem", then poster of the question may conclude that it is common phenomenon and he would not take it so seriously. On the other hand, if we say that our organization is different then he might like to fine tune the department or the Manager himself, so as to be acceptable by the employees; and that is what I feel from his question (am I right Mr. TKS?).

Balaji
Thanks Balaji for responding to my queries. Yes, you have read Andy's mind. That's what he is trying to find out (How common is the problem he is facing?).
Posts like yours explaining the position helps him. Having an open plan or glass windows through which people can see what happens, is similar to the latest trend in some hotels and take aways where people can see what's going on in the kitchen (How clean it is, how food is prepared, etc.?). It helps to generate confidence.
Giving you freedom is similar to what is practised by SAS explained in the book "Moment of Truth" by Jan Carlson.
Have a nice day.
Simhan
Dear Andy,
I agree with Hussain's words. It is HR personnel's duty to maintain the sound relation with the staff and handle their issues. This can be done by regular interaction with the employees. Try to involve employees in the employee welfare activities and arrange some weekly meet with employees like how u arrange birthday celebrations. U can arrange open house on saturdays for 20-30 min. and invite jokes and watever they want to comment(should be healthy). Trust me such things can improve employee relations with HR.
HR should know hw to maintain a sound relation with employees.If employees have started disliking HR then try to find out what r the reasons in the roots. If you think that implementing Strict policies is the reason then u should be able to explain the advantages of the same as well.
Sejal
Dear Mr. Andy,
The case is really interesting, but you need to to analyses whether the policies that are framing by your HR manager after complete evaluation of your company culture and work environment. Agreed their is a resistance to change but tell her to firstly sell herself to the employees try to built up trust within them dont just hammer them with all HR policies, yours is a manufacturing so blue collared employees do have separate mind set. Even I joined to organisation which did not had HR dept. but after joining I removed all the nonconstructive policies about management and developed some really good policies about salary on time, OT to be paid on time with proper rates, suggestion boxes, Kaizen & 5 S, incentive schemes, training that were easily accepted by them the after the strict policies were implemented and they also got accepted with not much resistance. Pl tell your HR manager to built up trust and faith amongst employees.
Warm regards,
Nikhil
Dear Andy,



Of course, your question is very valid and crucial. I appreciate your honest attemp to know the intricacy about HR. But frankly speaking your question misses one aspect, "is disliked."



There is a lot of difference between the terms, "need to be disliked" and "is disliked."



In fact, based on my in-service experience of about 40 years and post service experience of 10 more years, as a consultant, my firm opinion is "HR does not need to be disliked, BUT is generally disliked by the employees". But generally the HR personnel neither try to know, nor want to know why they are not liked by the employees and how they can avoid that dilemma, while the answer is quite simple for them to understand, provided if they try to understand. That is ......

Their own attitude and the working style.



In this respect you may also like to see my post on the issue of employees attrition from the following link:

http://citehr.com#post1551555



In your eyes your HR Manager may be an experienced person, but I may frankly rate her as an inefficient Manager, if she is being disliked by her subordinate employees, as she has not been able to learn anything out of her experience. An experience person is that who learns well from his or her own experience, as experience is a great teacher for a person. Nobody else can teach him/her well than his/her own experience.



Even if you try to pay your employees an increase of 25-50% instead of 10-12%, the employees won't stop disliking your HR Manager irrespective of her plenty of experience. She may be implementing the HR Rules or disciplinary rules very perfectly, sincerely, honestly and without any bias, but unless there is a human touch in her working style, she cannot earn any respect, as an individual HR Manager.



Rules and procedures are made only for the guidance of one and all in order to streamline the processes. Human values have also to be taken in to account and considered before implementing such rules and procedures. Rigidity in implementation always works adversely. Not the words, but the spirit of rules have to be observed. A person if aware of the fact that you have a stick or rod in your hand, he would definitely be afraid of you with the fear that you would use that to beat him. But the moment you use that he would become fearless. So, punitive rules should be used only sparingly and that too with the tough type of an employee only, so that others should also take a lesson from that incident.



We have to treat our human resourse, not merely as human resourse, BUT AS "Human Capital" to work for and in the interest of the organisation, but by respecting their values, needs, passions and emotions also, so that they may feel the sense of belonging and also feel themselves about their responsibilities towards the organisation, its development and progress without any need for enforcement of policies. Needless to emphasize, no one likes to be treated as inhuman.



An organization is just like a family and has to work as a family only. Mere idea of bossism cannot work. So, unless your HR Manager starts dealing with the employees as the 2nd head of the family she can't succeed.



HOPE, YOU WOULD LIKE TO AGREE WITH MY OPINION.



PS DHINGRA

Chief Executive Officer

Dhingra Group of Management & Vigilance Consultants

New Delhi, India

[dcgroup1962@gmail.com]




Andy,
It seems that your organisation is growing and it is a good sign. Also it is a very crucial time. Let every body know it and arrange some good training programmes for employees. They will eventually agree.
Also HR need not insist on all the policy implementation from word go. Give employees time to digest changes.
Abhay Damle
9691938513
I think a lot depends on what and how the HR communicates, what role he is supposed to play (and is playing) and what authority he has. It could be a pure communication issue, or could run deep into rifts (or faults) in the organization design. They are the two ends of the spectrum, you might need to analyze which one is the cause among the several possibilities in between.
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