Dinesh Divekar
Business Mentor, Consultant And Trainer
Jyoti@keswani
Hr Executive
KK!HR
Management Consultancy
NK SUNDARAM
Soft Skill Trainer / Hr Consultant - India
Aks17
Compliance Manager
Nithin12345
Hr Manager
+1 Other

Thread Started by #Nithin12345

how i will implement new HR policy in front of a group of employee who all are worked so far as without any policy and control. company moving to level 2 but how i will control employee emotions. In hierarchy fixing and all.
2nd February 2018 From India, Ernakulam
The same thing also occurred with me now a day in my company
3rd February 2018 From India, Thane
The company has to notify the policy and preferably address a copy to each employee with acknowledgement as well as put it in the notice board. The notification could be through e-mail, but record has to be kept. But one thing is for sure, the applicability of the policy is not dependent on acceptance of it by all employees. No one can oppose a company policy and remain for long there. Preferably the policy could be announced on the day before the weekly holiday. This will help in cooling of tempers.
It appears you have apprehension of trouble but once policy is formulated there is no point in keeping it under wraps. There is no way out other than communication and more and more of it to get over the issue. Keep your presentation ready. You should be ready to explain the policy to anybody and every body. You will have to make strong use of formal channels of communication so also informal channels have to be tapped. When we revised the Incentive Scheme, a team of our officials were continuously communicating to the employee for nearly 3-4 hours and we had more than a dozen meeting in the next two-three days.
There will always be some employees who will find fault with any thing and everything. It will not be possible to avoid them but then they have to be tackled and managed. You should be prepared for such a situation and keep your plan B,C ready on dealing with the crisis.
3rd February 2018 From India, Mumbai
Dear Nithin,
This is in addition to what previous senior member has said. While rolling out HR policies, what you need is to obtain buy-in from the top leadership. Without their commitment, introduction of policies will become a farce.
Policies, whether related to people or otherwise, whether related to HR Department or otherwise, are introduced as a part of organisation development activity. Introduction of policies bring systems in the company. Policies are means of delegation.
People are attuned to certain way of working. Introduction of policies would demand change in their behaviour or even mindset itself. There could be resistance and to overcome the resistance, top leadership must involve in execution at least at the beginning. As a part of involvement, they may call all the employees and explain why the policies have been devised and what is the logic behind their introduction.
Thanks,
Dinesh Divekar
3rd February 2018 From India, Bangalore
Initiative for HR policies and principles needs the full backing and total commitment of the very top leadership.
Assuming that initiative is being taken on orders of top bosses, following actions will be helpful:
Keep the entire employee community on same page by flow of information.
Sometimes grapevine can create problems.
Advantage of clear open HR policy needs to be stressed.
HR needs to look around similarly placed industries in same field and find out their hr policies.
Compliance with laws is a must for your HR policies.
Information flow to employees to assuage any concerns/worries should always be maintained.
Views of employees as long as they are compliant with company policy and laws can be accommodated to extent possible so as to give them a feeling of being interested participants.
Sudden change over always creates tension and worries, but if policies are open, fairly administered, things will quickly settle down and people will go ahead and appreciate that guidelines are there and no whims and fancies. of HR people or bosses.
4th February 2018 From India, Pune
What I wanted to mention, my learned colleague and friend Mr. Dinesh has penned it. If you go and announce, there wont be any buyers. If, as a policy matter, a circular comes from the desk of the CEO or MD or Chairman, whosoever is your Numero Uno, people will fall in line. All you have to convey is that all organisations keep growing, undergo metamorphasis, changing for the better. If an organisation does not grow, does not change, it will stay where it is and one fine day, it will start falling down like an old tree. Initially, there will be reluctance and resistance but with patience such people can be turned around.
Best wishes
5th February 2018 From India
Accepting all the points mentioned above, while drafting a policy, the policy and procedure should be adaptable, and now body should overlook the policy in view of his capacity / position. Example, you are making a policy, that all employees should have a check at the gate / or go through the gate provided, then the top management, including the MD, should be a roll model for this check. No exemption. Similarly you have an procedure that all payment should have a bill/ voucher, then the employee tend to find out a way to make a voucher of his own. I strongly feel that the system and procedure what we make creates a loophole / circumvent the employees to his adapablity / easy way. Example, an employee in the travelling bill section could misappropriate some money to his bank account, I feel it the system and procedure failure, given a chance for the employee to make money intelligently. You have a procedure that on duty travel by employee in his vehicle is reimbursed, on production of petrol bill, my friends will have enough bill for any amount. Better to have a procedure on Kilo meter basis / or fixed charges liberally. It is always better to involve the down the line to write the procedure which is adaptable.
I have another example, for an ISO procedure, one Executive will be made to write a procedure for entire department of a Factory, and when in practice, the some department have its own set of practice to the production requirement / procedure. The result is " non compliance" and " Serious Non Compliance". The procedure if would have been drafted / agreed by the concerned department, the ownership of adapting the procedure will me more easier with the department.
Please note any behaviour of individual or group, on non compliance / failure / refusal / circumventing the procedure to employee's advantage / misappropriation and last but least, most of the accidents inside the shop floor, are happened in spite of laid down procedures,and the Management is totally / solely responsible.
8th February 2018 From India, Madras
See that you do not bring in drastic changes with your HR policies overnight. Try to mould what is existing with what is required to be done so that the employees will be willing to accept and adapt, though may not be immediate. It is not very easy for those who are comfortable with the existing way of working[implied policies] to change as and when asked to do so, but when they see that the management is following it and makes it a point to adhere to the new policies, it will make your life much easier and better. It is always better to talk and try to convince them the need for having policies in place as it will be good for the growth of the company, which in turn helps the staff too. The employees will appreciate when they see it working to their advantage without having to check every time an issue arises with their managers or other seniors. Try to educate those who try to run it down by talking of the advantages, leave the result to its logical conclusion.
8th February 2018 From India, Hyderabad
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