Dear Colleague,
I beg to differ with Mr Mohanty's views.
The post does not say that it has strength of 100 'workmen' to make Standing orders applicable nor it states the truent employee is a workman.
It mentions that HR policy exists but the query raised is who initeates talk on the policy and on the act of indiscipline to the employee whether line manager or HR?
Since the line Manager is accountable for the performance of the team ,discipline and coordination of team efforts for deliverables the answer is the line manager and not HR who has to initiate the talk after consulting HR if required.
If the discipline issue remains unresolved , then certainly HR will intervene and take appropriate call based on the nature and gravity of the act and also considering all legal and other implications.
Some learned members have rhymed with my differing views but I would like some churning of views from other learned members on this vital subject.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
617I beg to differ with Mr Mohanty's views.
The post does not say that it has strength of 100 'workmen' to make Standing orders applicable nor it states the truent employee is a workman.
It mentions that HR policy exists but the query raised is who initeates talk on the policy and on the act of indiscipline to the employee whether line manager or HR?
Since the line Manager is accountable for the performance of the team ,discipline and coordination of team efforts for deliverables the answer is the line manager and not HR who has to initiate the talk after consulting HR if required.
If the discipline issue remains unresolved , then certainly HR will intervene and take appropriate call based on the nature and gravity of the act and also considering all legal and other implications.
Some learned members have rhymed with my differing views but I would like some churning of views from other learned members on this vital subject.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
Dear Friend,
A human resource manager has two basic functions: overseeing department functions and managing employees. That's why human resources managers must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies for HR management include solid communication skills, and decision-making capabilities based on analytical skills and critical thought processes.
Overall Responsibilities of Human Resource Managers
Human resource managers have strategic and functional responsibilities for all of the HR disciplines. A human resource manager has the expertise of an HR generalist combined with general business and management skills. In large organizations, a human resource manager reports to the human resource director or a C-level human resource executive.
In smaller companies, some HR managers perform all of the department's functions or work with an HR assistant or generalist that handles administrative matters. Regardless of the size of department or the company, a human resource manager should have the skills to perform every HR function, if necessary.
Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment. Human resource managers for small businesses conduct workplace investigations and resolve employee complaints.
Human resource managers may also be the primary contact for legal counsel in risk mitigation activities and litigation pertaining to employee relations matters. An example of risk mitigation handled by a human resource manager includes examining current workplace policies and providing training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.
Since, the HR reporting authority is CEO / GM / whoever it may be main function to take the ineciative and act as a bridge between the management and the ground floor incidents. Ofcourse the decissions may be taken in a commette in that also HR is a member.
Regards,
Dr. PBS KUMAR
From India, Kakinada
A human resource manager has two basic functions: overseeing department functions and managing employees. That's why human resources managers must be well-versed in each of the human resources disciplines – compensation and benefits, training and development, employee relations, and recruitment and selection. Core competencies for HR management include solid communication skills, and decision-making capabilities based on analytical skills and critical thought processes.
Overall Responsibilities of Human Resource Managers
Human resource managers have strategic and functional responsibilities for all of the HR disciplines. A human resource manager has the expertise of an HR generalist combined with general business and management skills. In large organizations, a human resource manager reports to the human resource director or a C-level human resource executive.
In smaller companies, some HR managers perform all of the department's functions or work with an HR assistant or generalist that handles administrative matters. Regardless of the size of department or the company, a human resource manager should have the skills to perform every HR function, if necessary.
Although the employee relations specialist is responsible for investigating and resolving workplace issues, the human resource manager has ultimate responsibility for preserving the employer-employee relationship through effective employee relations strategies. An effective employee relations strategy contains specific steps for ensuring the overall well-being of employees. It also ensures that employees have a safe working environment, free from discrimination and harassment. Human resource managers for small businesses conduct workplace investigations and resolve employee complaints.
Human resource managers may also be the primary contact for legal counsel in risk mitigation activities and litigation pertaining to employee relations matters. An example of risk mitigation handled by a human resource manager includes examining current workplace policies and providing training to employees and managers on those policies to minimize the frequency of employee complaints due to misinterpretation or misunderstanding of company policies.
Since, the HR reporting authority is CEO / GM / whoever it may be main function to take the ineciative and act as a bridge between the management and the ground floor incidents. Ofcourse the decissions may be taken in a commette in that also HR is a member.
Regards,
Dr. PBS KUMAR
From India, Kakinada
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