Hi Vineet, Can see loads of suggestions pouring in. Not sure if this would work but just give it a try.But for this you need to do some groundwork keeping in mind that you are the only HR.
Then, it all depends on the management if they wish to proceed with your request or not. If they do so then well and good..if not then just leave it to them...cos you have been proactive and taken all steps to prevent the consequences. Later, if they question you of anything, you can simply respond them that you have already kept them informed and you took necessary steps to do so.
- Make a list of those who work in night shifts.
- Then check their grades/rankings and list out the heads/managers/employees etc. them draft a small chart-kind-of who's reporting to whom.
- Now, that you the list revisit their JO's/JD's.Then find a person working in the night shift(As Abdaz has suggested above) whom you can rely upon/or talk to the employees in night shift about their work(casually) what they doing, their productivity whom they are reporting etc. by now u'll have an idea and co-relate them to their JO's/JD's. Check if anybody is deviating from it(i.e if they are doing more than what is required from them which brings positive results to firm as a whole then fine n good but if its the other way around or if its really unnecessary for the firm;s structure then make a note of the same)
- Then check if the work is being distributed justly among all employees and none are kept with no-process to handle. The same applies with the unit heads/managers. if any decision has been taken in your absence or isnt being communicated to you or in anyway it has affected the HR roles than make a note of it (not necessary that all rules and regulations must be communicated to HR dept.There are some operations/process where the Managers/Heads have the right to decide). Just see if the HR role is really needed there. Else just discard it.
- Once, you have recorded all the above have a word with your senior or draft an email to your senior(if wanted to copy the other heads) pointing out just the decisions where the HR dept should be kept informed or so...and request you would like to have a small meeting or some norms to be brought in for the same. When you draft such an email just be careful in the way you onvey the message(also describe how it has affected the operations of the organisation with common examples pls dont point out anybody in person but as aprocess
Then, it all depends on the management if they wish to proceed with your request or not. If they do so then well and good..if not then just leave it to them...cos you have been proactive and taken all steps to prevent the consequences. Later, if they question you of anything, you can simply respond them that you have already kept them informed and you took necessary steps to do so.