Dear All,
We have few employees who never listen to HR. I really don't know what type of attitude they are carrying; unfortunately such employees are important to company. Whenever, if we ask to do something, they directly reject to do.
In such situation, how to bring that employee on right track?

From India, Pune
What kind of instructions/work they reject? It seems they must be confident that the company needs them and it cannot take any action against them.Whether they are enjoying any preferential treatment by the management as to dare HR?Is that they know that the company cannot replace them? Is there any succession planning in place? All these details will help you to decide the course of action to be taken against them.
HR & Labour Law Advisor
Navi Mumbai

From India, Mumbai
Dear Pooja,

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.


Dinesh Divekar


From India, Bangalore
Thank You So Much... B. Saikumar Sir & Dinesh Sir for your valuable suggestion..
From India, Pune
In few organizations, yes, HR is not taken seriously. Myself having worked as a Senior Manager -HR and subsequently as GM-HR, was not successful in encompassing all employees under HR ambit. I worked in reputed hospitals with 1200 employees where HR policies and conventions are followed as per grades. But the salaried and full time Doctors wouldnt give a damn about a Head HR or the company HR policies. Doctors/Consultants/Surgeons assume they are sole bread winners and care a hoot about policies and protocols of the HR Administration /Standing Orders of the company. Management / Directors are fully in sync with the reality but would remain silent.
We HR are bakras and turn the other direction, mostly, compromising values.
It happens sometimes.

From India, New Delhi
In hospitals, doctors are looked as demi-Gods by customers (patients) and so the dominant drivers of service ( or is it business) of health care are doctors and no one else.They themselves are brand ambassadors and no one else need to do marketing for the hospitals. It is their individual reputation and relationship of faith that makes patients Que up before a particular hospital. .We often heard people exercising their preference for a particular hospital because a particular cardiologist is the consulting surgeon there.So it is the doctor that is seen all over in hospitals and every one else takes a back seat..So routine HR policies may not work there and they shall be doctor centric and patient centric.
HR & Labour Law adviser
Navi Mumbai

From India, Mumbai
1. You must their boss to send a complain in writing to HR head.
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.

From India, Valsad

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