Dear All,
I am working in a Software company since last two months. I’ll provide you the following details about our company.
I proposed to prepare an Employee Handbook to inform all employees about HR Policies, Employer discarded the idea reason is communicating the policies will drive employees towards breaking the rules. It is better to keep them in dark, so that they will have some fear in their mind to get punished.
I proposed to do some Job Analysis for every position so that employees can have some clear idea about their role expectations. Again Employer was against of the idea because he wants single position with multiple responsibilities. Lot of responsibility with limited authority which should be automatic.
Employer doesn’t find it necessary to disclose information related to turnover and growth of the company to employees. In such an organization what betterment can be initiated by HR?
Employer’s attitude is like “I am the Law”, and for non compliance whatever may be the fine, he is ready to pay that amount. All HR initiatives are “Disturbing” for him.
Employer is quite confident in the way he is doing business, what should be HR’s role in such a situation? Shall I engage myself only with day to day activities and overlook the legal part? In future if some problem is there then can the employer fire me for not taking necessary actions on time?
I am working in a Software company since last two months. I’ll provide you the following details about our company.
- Employee strength more than 100, running business since last 8yrs, yearly turnover near 15Crores. More than 50% of employees are earning less the 10,000/- basic.
- Registered under Bombay Shops and Establishment Act, but I wonder no inspection is done. Necessary registers or records are not maintained. Branch units in other states are not registered.
- PF is provided to only those employees who are earning less than 6,500/-.
- No sick leave or casual leaves. Yearly 18 paid leaves are provided, encashable only during separation.
- 15 days notice period, if employee is absent during the notice period double the salary is deducted for each day of absence.
- No ESI, No Bonus, No Gratuity.
I proposed to prepare an Employee Handbook to inform all employees about HR Policies, Employer discarded the idea reason is communicating the policies will drive employees towards breaking the rules. It is better to keep them in dark, so that they will have some fear in their mind to get punished.
I proposed to do some Job Analysis for every position so that employees can have some clear idea about their role expectations. Again Employer was against of the idea because he wants single position with multiple responsibilities. Lot of responsibility with limited authority which should be automatic.
Employer doesn’t find it necessary to disclose information related to turnover and growth of the company to employees. In such an organization what betterment can be initiated by HR?
Employer’s attitude is like “I am the Law”, and for non compliance whatever may be the fine, he is ready to pay that amount. All HR initiatives are “Disturbing” for him.
Employer is quite confident in the way he is doing business, what should be HR’s role in such a situation? Shall I engage myself only with day to day activities and overlook the legal part? In future if some problem is there then can the employer fire me for not taking necessary actions on time?