Dinesh Divekar
Business Mentor, Consultant And Trainer
B K BHATIA
Director Of Company
Tulip 123
Manager Hr

Thread Started by #Tulip 123

Dear Seniors,
Need your guidance and insight into a situation below:
Given a condition wherein an individual has been working as a manager hr from last five years in the same firm all the gamut of hr including employee engagement activities, recruitment, organizing T & D , grievance handling are taken care by this individual. However he/ she is not expected to be a part performance appraisal cycle as it is done by the management themselves.
There has never been a session wherein the feedback was given to this individual . The only feedback that comes is when this individual does not do things as expected by the management. There is nothing the person can complain about this job except the compensation (which is low due to industry not doing well/ market condition a reason cited by the management) and feedback (if given would be majorly on things not done which comes with not so pleasant attitude of the management.).
Since there is no senior manager HR who could guide on ho
2nd May 2013 From India, New Delhi
#Anonymous
Apologies dear Seniors, paart of the discussion was not properly framed, here it goes ................
Since there is no senior manager HR who could guide on how the things can be done differently or better, coupled with no feedback from management, the person is clueless about his / her learning. should the individual look for other avenues where he /she could report to a senior and learn to do things differently or stick around and hope that one day things would change and indulge in self learning only .??
Looking forward to your replies and getting an insight into the same.
Regards,
Tulip
2nd May 2013 From India, New Delhi
Dear Tulip,

My paragraph-wise comments are as below:

Given a condition wherein an individual has been working as a manager hr from last five years in the same firm all the gamut of hr including employee engagement activities, recruitment, organizing T & D , grievance handling are taken care by this individual. However he/ she is not expected to be a part performance appraisal cycle as it is done by the management themselves

Comments: - Your management is following very old concept. This was British style of dealing with Indians. Even after getting independence also, this procedure continued for the decades. However, 21st century has changed all that. Now the feedback is given to the person appraised. After all, junior's performance is also a senior's performance. Your management, it appears, is yet to come to terms of changes of 21st century!

There has never been a session wherein the feedback was given to this individual . The only feedback that comes is when this individual does not do things as expected by the management.

U]Comments[/U]: - Situations of this kind arise when proper Performance Management System (PMS) is not established. Under PMS, we have to define the KPIs. Based on the KPIs, we have to design the KRAs. These KRAs are to be declared at the beginning of the appraisal cycle. At the end of the appraisal cycle, subordinate employee has to bring sufficient evidence to show that he/she has met the KRAs. Based on the percentage of attainment, the salary increments are given. The slabs of increment percentage are same across all the organisation. These do not change from one department to another.

There is nothing the person can complain about this job except the compensation (which is low due to industry not doing well/ market condition a reason cited by the management) and feedback (if given would be majorly on things not done which comes with not so pleasant attitude of the management.).

U]Comments[/U]: - Market not doing well is across the spectrum of industries and not specific to your industry. We have to bear with that. As far as "only" negative feedback is concerned, this happens because the senior management staffs are not trained on the concept performance appraisal (PA). PA feedback should motivate a subordinate to give still higher performance. If it leaves him/her demotivated then it is a clear case that shows that how PA should be handled with due sensitivity and if mishandled then it leaves devastating effect on the subordinate.

Final Comments: - The kind of administration the company has, one will never grow there. Why your friend (or is it you?) were slogging for the last five years is not known. In life we have to take right decision at the right time. Within 1-2 years your friend should have started looking for change of job. Anyway she can do it now. Better late than never. I say so because there is wrong if the modern HR practices are not followed. But then the company is not only lagging in 20th century but they do not have proper "Personnel Management" as well. Can anything be worse than this?

Ok...

Dinesh V Divekar


2nd May 2013 From India, Bangalore
Every individual, based on his/ her capability (which is best known only to the concerned individual), has to plan one's own growth. The concepts such as appraisal feed back, counseling, mentoring etc... provide additional inputs about one's competence & behavior as seen by others. These inputs are valuable, but are available only in organizations which are managed by professionals. You, however, can not grudge or complain about the management's style of functioning. An honorable exit option is always available to all employees, which is essentially based on compliance parameters such as notice period, financial clearance etc.. But no Senior can help you in taking a decision. You ought to know your market worth before you venture to quit. Also you should look for a company where you won't experience similar problems.

But where ever you go, you have to adapt to the culture of that organization. If you can contribute, in your own humble ways, to change the work culture, you certainly are the winner. Your satisfaction & learning experience may be the only rewards.

Tulip, you may guide your friend accordingly. Let him only decide what is the best option. After all he has carried on for five years in the present company & knows his worth.
2nd May 2013 From India, Delhi
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