HR & Labour Law Advisor
10th February 2017 From India, Mumbai
The reasons for which few seniors could be neglecting you could be as below:
a) First and foremost, your designation. If you are HR Executive then obviously this is a junior designation. Why some manager will listen to you?
b) It is not even a question of designation as such. By your own admission, they are "important" to the company. This very realisation they too have and they think that they are indispensable.
c) They could be dealing directly with the top boss. This direct dealing over a period of time could have established rapport with him. Once the top boss listens to them, why listen to some featherweight?
d) Are you new to the company? Have you found your feet in the company?
e) Does your boss think that some 1-2 departments are only in the company and others are secondary in nature. Hence even if step-motherly treatment is given to these department then nothing matters.
f) You find something wrong in the behaviours of few employees. This is your perception. But then what if this very behaviour is acceptable to the top boss? If it had been unacceptable, by now he surely would have pulled them up. But it appears that this has not happened. Therefore, this acceptance factor from top boss is a major factor.
Solution: - So what is the solution? Whatever you are doing or telling is in the interest of the company and yet you are facing resistance. This is normal. To overcome this, I recommend you first gaining the trust of the top boss. Hereafter, whatever change that you would like to bring in, bring it through top boss only. Indirectly what I am telling you is to shoot from top boss' shoulder. Hope this will help you in bringing the change.
Final comments: - The challenges that you are facing common amongst SMEs. This is because bosses hardly care to give specific shape to the culture of the company. They do not understand the importance of the culture of discipline, culture of etiquette, culture of equality, culture of fairness etc. Above all, getting the right persons is a perennial challenge of the SMEs. Therefore, these companies are heavily person dependent and not process dependent. Therefore, they give leeway to a persons whoever has stayed with the company.
10th February 2017 From India, Bangalore
We HR are bakras and turn the other direction, mostly, compromising values.
It happens sometimes.
15th February 2017 From India, New Delhi
HR & Labour Law adviser
16th February 2017 From India, Mumbai
2. It's a responsibility of their supervisor & Bosses to take work from them.
3. If you receive any complain against them there after you just take approval from your HR head & Plant head . What action to be taken i.e. warning , Show Cause etc.
4. After approval prepare a letter as approved get signed from authorized signatory and issue the letter to the concern employee before one or two witness.
5. If they refuse , you just mark "Refused to take" and also get signature of witness.
6. Once again put the matter before your bosses
Result :- From the above procedure all those are covering the accused may ask you to stop the action or in future they never tell you about action against them.
16th February 2017 From India, Valsad