Hi Sowjanya,
I read your post and understood your frustration. Don't get frustrated. These are the situations you come across in your career. It is not only in your present company. It may be anywhere. In one of your reply you said, your MD asked you to do the appraisal of all employees. Why don't you do it. Point out the outcome, like how much useful one employee in that organisation. If you are not able to do the technical appraisal, interact with the employee himself and ask what he is doing and how much comfortable and well versed with that technical skill. It will help you in understanding the technical part. After the appraisal, make a presentation of it with the positive and negative aspects of each employee, and don't try to show it to them directly, like you asked your MD saying that, you want to show a presentation on training.
Instead send a mail with that presentation, highlighting the outcome of the appraisals. (which should be more visible when they see the mail. Highlight few good things first and then bad things later. Also note that, whatever the problem you are facing, don't blame managment or Managers for any reason) It is human tendency that, when a new mail comes , sure they open and see and at least spend few minutes in reading this. When the main points are highlighted, sure they will continue reading the mail. At one point of time, they will realize and ask you for the rectification methods.
You have mentioned, that the computer operator does the calculations etc. Sit with him or her and try to understand the work. Then try to go through the calculation work he / she has done earlier. If you could find some mistakes in calculations or on any other thing, just show it to them with the proof and send mail to the management, but don't mention that the computer operator made this mistake. Just say when I was going through the earlier calculation statements, I found some of the wrong calculations, and I am bringing it to your notice, which needs to be rectified in books of accounts. (Don't point out any person by name or identification. It should be the general statements with some proof.)
If you do this , I am sure one or the other day the MD will call you and give you more assignments and responsibilities. I am telling you this because, in my initial career I also faced the same problems, but I tried this way and got recognized by the management. For your information, when I put up my resignation on that company, the management didn't accepted my resignation because they don't want me to leave the company. But later I discussed with the management explaining my career growth etc and convinced them and got relieved.
I think you got frustrated, because, they have not given you the assignments in which you are comfortable with. I am not blaming you, but learn everything though it is not related to you. In my experience I learnt writing a Job Descriptions. Now for any position or for any technical posts, I can define JD. Writing a JD is not a easy job. First you need to understand the position, and atleast you should understand theoretical part of technical skills and how it is useful in day to day activities of the company, and how it is related with the other departments etc.
The present generation of HR Executives are not ready to take any risks in life. Most of them are not handling the labour unions which is very difficult, hence everyone takes HR as an easy job.
My only suggestion to all HR professionals is face and compete all the problems come across in your career. Then you will become an expert in HR, and you can become a real HR Consultant.
Wish you all the best.
Regards,
Umesh.S.