Hi Seniors, I am working in one start up software company recently only joined on April as HR I am the only person handling HR activities with minimum 0-25 employees, I am doing my verry best to the organisation I have one year exp in recuritment but I dont have practical exp in core HR activities so once I got this offer I am very glad because I am going to learn some newthings about the Core HR activities but now here actually case is different I am not feeling that I have independent to work here always some unhappy feeling.

Also whatever the part of work given by my MD I am doing at immediately but still he is expecting some value added progress I am ready to do those things but actually for doing that we have to co ordinate with some third party involvement that third party no giving proper response but my MD not able to scold that person because he is higher person but he know very well that I am doing very best to organisation even though he is continuously telling that you are not good I am going to change you, you are not giving progress. One day I asked what is lacking with me tell me sir I will change, I am doing my very best I have explained he also accepting that but still I am feeling like full of Negative thoughts , Unhappy, Hurting the job, even looking for new job also I decided so please tell me if the top management behave like this only or mistake with me..

From India, Tiruppur
Also with the help of the CiteHR site I am learning new things and I have done to this company Attendeance Report, Leave Report, HR Manual, Punctuality, Wear Id Card Policy, Birthday Policy I have initiated but still MD not ready to appreciate those things only corner me insulting me ..
From India, Tiruppur

Kindly let us know from how long your MD is not happy with your work.
From India, Bangalore
Hi Anuradha,
Don't think about negative. The HR should motivate themselves... What ever the work you did, appreciate and motivate your self. If you've any manpower problem, give more importance to close all the gaps and concentrate for T&D, Employee engagement.

From India, Bangalore
Dear Guidance Seeker,

Our actions ought to Speak Louder than our Words. Steeping out of the situation you described you are in, is easy and doable.

Know your Tasks - Duties, Responsibilities and Role altogether-- build your Capabilities as soon as possible and start taking initiatives to utilize the Intelligence and Energy of your entire Workforce Members towards creating Wealth and Wellbeing for the Stakeholders in your Establishment.

Constantly refer to the stated / adopted Policies, Values, Vision and Mission of your Organization and start write Procedures & Processes in Simple to understand and Easy to implement language. Ally with the Functions Head professionally to understand the Issues faced by them where they want solutions then work out the solution jointly with them, the Supervising Personnel and Top Management. Your Success as a Successful HR Functionary you will find is not far away.

In case of hiccups, consult Management for engaging a Subject Matter Expert who specialize in HR Domain to put everything in place from where you glide through

Kritarth Team is always ready and willing to help & Guide.

Kritarth Team

Bengaluru Service Centre

Home | Kritarth Consulting Private Limited /info@kritarth.in

30.8.16, 2.30 p.m

From India, Delhi
Hello Anuradha,

To be VERY objective, looks like BOTH sides made mistakes in the hiring process itself.

While your enthusiasm to gain Core HR knowledge & experience by joining this Company is very valid & understandable, where you seem to have misjudged is that you can gain experience thru trial & error in an environment that is LOOKING for immediate results [this could have been the right step IF there was already someone handling HR].

Where your Company made the mistake is to hire someone with ONLY Recruitment experience when their NEED was for a Core HR person.

In the process, you ended-up being in a square-peg-in-a-round-hole scenario.

Coming to how to handle the current situation, suggest have everything in-writing--your asking for the inputs from the Third-party & the subsequent follow-up mails. That would leave a trail of clear responses [or the lack of it] & the corresponding Day/Time tagging.

While I am not sure IF your MD will agree to give in-writing whatever he expects from you, IF you can manage it, that would do wonders to lay-out clearly what's expected of you & what you delivered.

If you can't do it, suggest put down in-writing ALL the points of discussions after your meetings & send/mail it back to him for Final Clearance. That will give you a clear roadmap on what's expected....enabling you to plan work clearly & ALSO some fall-back IF your MD tries to change his words later. Such a practice also can give your MD time to think IF what he asked you to do is actually what he wants to be done [sometimes it does happen that when things are seen in-writing, people MAY change their minds....earlier the changes the better for everyone].

However, IF nothing of this works-out, just get serious in looking out for a new job.

If this effort doesn't work, it can only mean one thing: that the MD is looking to experiment at YOUR expense [if you read the news, you find this attitude among many Startups, including well-known ones].

All the Best.



From India, Hyderabad
Yess, I endorse TS's view !!!
"However, IF nothing of this works-out, just get serious in looking out for a new job.
If this effort doesn't work, it can only mean one thing: that the MD is looking to experiment at YOUR expense [if you read the news, you find this attitude among many Startups, including well-known ones]. "
As they say, You canb bring a horse to water, but you can not make him drink."
Small or start-up companies treat their employees in this way only. There is no pother cure for this. It is better for you to immediately start looking for other opportunities.
Warm regards.

From India, Delhi

If you are knowledgeable about any fact, resource or experience related to this topic - please add your views using the reply box below. For articles and copyrighted material please only cite the original source link. Each contribution will make this page a resource useful for everyone.

Please Login To Add Reply

About Us Advertise Contact Us
Privacy Policy Disclaimer Terms Of Service

All rights reserved @ 2021 Cite.Co™

All Material Copyright And Trademarks Posted Held By Respective Owners.
Panel Selection For Threads Are Automated - Members Notified Via CiteMailer Server