Hai Friends
What's your opinon towards this topic .....As this sutiation will be faced by all HR in one or other time
"What to Do When Employees Don’t Trust HR"
To be an effective and successful HR professional, you need the trust and support of employees as well as management. So we have to develop a rapport with employees.
Are there any methods for developing a rappot with the employees
Accorinding to my opinon which i know are
1. Greeting them
2. Knowing about there concerns
3. Communicating with thwm as a friendly HR
So friends ......Share some more suggestions.....which will be usefull to all the CITE HR members....
Regards
Shilpa.U
From India, Bangalore
9What's your opinon towards this topic .....As this sutiation will be faced by all HR in one or other time
"What to Do When Employees Don’t Trust HR"
To be an effective and successful HR professional, you need the trust and support of employees as well as management. So we have to develop a rapport with employees.
Are there any methods for developing a rappot with the employees
Accorinding to my opinon which i know are
1. Greeting them
2. Knowing about there concerns
3. Communicating with thwm as a friendly HR
So friends ......Share some more suggestions.....which will be usefull to all the CITE HR members....
Regards
Shilpa.U
From India, Bangalore
Hi, BE HONEST AND GENUINELY WITH COMPLETE HEART LISTEN TO PEOPLE. SOME TIME PEOPLE DON’T WANT MASTER MIND BUT A PATIENT HEART WHICH LISTEN.
From India, Mumbai
From India, Mumbai
communication is crucial, practise "management by walking around"....
secondly if people dont trust HR, they would be having very strog reasons for th same.
maybe the company doesnt fulfil statutory norms or HR is a weak dept and must be trying to enforce policies in ops/ sales which is not in their favor etc...
surya
From India, Delhi
secondly if people dont trust HR, they would be having very strog reasons for th same.
maybe the company doesnt fulfil statutory norms or HR is a weak dept and must be trying to enforce policies in ops/ sales which is not in their favor etc...
surya
From India, Delhi
Hi Shilpa,
Definitely its very necessary to gain employees trust. For that firstly try to find out about the reasons behind such behaviour or beliefe.
Your next step depends upon the cause. For example causes can be like:-somtimes employee believe that HR is not concerned about them or not taking right decisions. You can try following options-
1-Communicate with them clearly (especialy how the particular thing/decision is benificial for them)
2-Listen the grievances of employees
3- Act upon them immediately
4-Follow up( to know wheather the employee is satisfied or not).
Hope its useful for you
Definitely its very necessary to gain employees trust. For that firstly try to find out about the reasons behind such behaviour or beliefe.
Your next step depends upon the cause. For example causes can be like:-somtimes employee believe that HR is not concerned about them or not taking right decisions. You can try following options-
1-Communicate with them clearly (especialy how the particular thing/decision is benificial for them)
2-Listen the grievances of employees
3- Act upon them immediately
4-Follow up( to know wheather the employee is satisfied or not).
Hope its useful for you
Hi
Your HR team must attend the Marriage of your employees and if nay death occurs then a condloence message should be passed and ask them for any help in terms of death or accident in thier family and if posssible contribut some money from the companies side ...
Trust can not be build in one day its takes time and patience and it should not be a fad it should be part of your HR behaviour for your Dept.
Rgrds
Vinay
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
Your HR team must attend the Marriage of your employees and if nay death occurs then a condloence message should be passed and ask them for any help in terms of death or accident in thier family and if posssible contribut some money from the companies side ...
Trust can not be build in one day its takes time and patience and it should not be a fad it should be part of your HR behaviour for your Dept.
Rgrds
Vinay
http://finance.groups.yahoo.com/grou...ResourceOnLine
From India, Hyderabad
the first question is does the top mgmt car for the people ?
on this depends everything.....
If an HR person wishes to keep his job then one should remember that it is simply not feasible to go against the wishes of owners/ promoters/ top mgmt in a cos...
if the case had been on the contrary then every second company would have gone in for EMS 14001/ SA 8000/ OHSAS 18001 etc....
this is bcoz promoters are only bothered about money at the least cost...
There are simply very few cos who really care for employees....
i have noticed even in big corporates that people dont even settle accounts for instance if the incentives for the quarter are due next month/ or even annually, Have you ever seen an HR deptt calling an ex employees to say that a portion of your incentive is pending n pls come n pick the checue...
why did contract labour come into existence ?
if you expect the contractor to pay all the legal dues to his labour implies that there is simply no cost differential.
surya
From India, Delhi
on this depends everything.....
If an HR person wishes to keep his job then one should remember that it is simply not feasible to go against the wishes of owners/ promoters/ top mgmt in a cos...
if the case had been on the contrary then every second company would have gone in for EMS 14001/ SA 8000/ OHSAS 18001 etc....
this is bcoz promoters are only bothered about money at the least cost...
There are simply very few cos who really care for employees....
i have noticed even in big corporates that people dont even settle accounts for instance if the incentives for the quarter are due next month/ or even annually, Have you ever seen an HR deptt calling an ex employees to say that a portion of your incentive is pending n pls come n pick the checue...
why did contract labour come into existence ?
if you expect the contractor to pay all the legal dues to his labour implies that there is simply no cost differential.
surya
From India, Delhi
Hai
Thanks A lot to ALL for sharing a valuable suggestions ......
Thank u very much Mohammed, Surya, Divya, Vinay and last i dont know name It is written Octavious.........
Thanks for ur time and consideration
Regards
Shilpa
From India, Bangalore
Thanks A lot to ALL for sharing a valuable suggestions ......
Thank u very much Mohammed, Surya, Divya, Vinay and last i dont know name It is written Octavious.........
Thanks for ur time and consideration
Regards
Shilpa
From India, Bangalore
Hi Shilpa,
Since you are an HR functionary....you need to understand relationshiops between employer and employee.The building block of any relationship is Communication.If the employees are given complete and timely communication of the policies,of he companies plans,valuable informarion are shared with them on regular basis and their problems are solved with utmost importance.HR Role has become more proactive,rather than the employee coming to the HR,HR has to reach each employee on regular basis and has to be very patient with the problems of employees as each employee is valuable.we have to offer customized solutions.I have observed several markerting concepts can be used in HR.
I hope it is of some value.
Regards,
Kumar Manoj
From India, Mumbai
Since you are an HR functionary....you need to understand relationshiops between employer and employee.The building block of any relationship is Communication.If the employees are given complete and timely communication of the policies,of he companies plans,valuable informarion are shared with them on regular basis and their problems are solved with utmost importance.HR Role has become more proactive,rather than the employee coming to the HR,HR has to reach each employee on regular basis and has to be very patient with the problems of employees as each employee is valuable.we have to offer customized solutions.I have observed several markerting concepts can be used in HR.
I hope it is of some value.
Regards,
Kumar Manoj
From India, Mumbai
Shilpa,
Employees will always trust an HR if he/she follows the follwing basics related to their work area:
1. Communication with all and equally
2. No favourism to any one particular.
3. Getting the commitments executed.
4. Maintaining confidentiality of work and pancual as well.
5. HR should always listen more and speak less.
6. Proper Understanding, guiding and handling of each employee's greviances or problem, be it personal or professional
Hope you agree with my thoughts. if these small basics is followed by all HR there will be no one who cannot trust a HR.
Best Wishes
Shilpi
From India, New Delhi
Employees will always trust an HR if he/she follows the follwing basics related to their work area:
1. Communication with all and equally
2. No favourism to any one particular.
3. Getting the commitments executed.
4. Maintaining confidentiality of work and pancual as well.
5. HR should always listen more and speak less.
6. Proper Understanding, guiding and handling of each employee's greviances or problem, be it personal or professional
Hope you agree with my thoughts. if these small basics is followed by all HR there will be no one who cannot trust a HR.
Best Wishes
Shilpi
From India, New Delhi
Hi,
I agree a lot on what Shilpi says here about maintaining confidentiality in the right areas. If an HR maintains this policy the trust level from the employer's as well as the employee's side increases as he/she would be seen as a no-nonsense person who means business. Usually when employees get close to the HR they start gossiping about salaries of other employees. If you maintain secrecy, each employee is assured his/her secrets are safe with you whoever may be your friend or enemy.
A mistake most HRs do is they either fool around with the employees to be on their side or faf along with the management blindly against the employees. If your management does not care about the employees it's up to you to present to the employees the real situation in such a way that they can come out of the deadlock releasing negative steam and maintaining the status quo.
From India, Bangalore
I agree a lot on what Shilpi says here about maintaining confidentiality in the right areas. If an HR maintains this policy the trust level from the employer's as well as the employee's side increases as he/she would be seen as a no-nonsense person who means business. Usually when employees get close to the HR they start gossiping about salaries of other employees. If you maintain secrecy, each employee is assured his/her secrets are safe with you whoever may be your friend or enemy.
A mistake most HRs do is they either fool around with the employees to be on their side or faf along with the management blindly against the employees. If your management does not care about the employees it's up to you to present to the employees the real situation in such a way that they can come out of the deadlock releasing negative steam and maintaining the status quo.
From India, Bangalore
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