Navigating Organizational Change: Downgrading HR Impact on Employee Relations

Dear Seniors,

Please help me. I am in a great dilemma.

It's going to be one year for me working in this organization as a Manager - HR. I feel I am losing my identity being here. I am the first HR appointed here. There's absolutely no value for HR in this organization.

Recently, about a few months back, I initiated the Swipe card system for Time & attendance management. It was working well, and I was monitoring the same. However, the situation got worse a month back. Another senior person joined recently in another department, and without consulting me or my boss, made manual signing in the muster for all employees mandatory (this is on top of staff using the system for swipe-ins, i.e., they have to do both). Initially, I was not signing the muster but was signing in the device because I thought gradually we would do away with the muster thing (for which I had a discussion with my boss, and he agreed). When this person noticed that I was not signing the muster, he called me and spoke very rudely, saying, "I would take disciplinary action against you if you don't sign it. Go and sign the same." When I shared this with my boss, he told me to do what he says. Nobody is happy with this; they are asking me how he didn't consult me on this. What's the use of HR here... I don't know what to reply to them. He still talks to me rudely. My boss is helpless in this situation because this person is a senior. I even brought it to the attention of my boss's boss, but nothing happened. We have invested a lot of money and started off with the device and only wanted to make him understand that. Every organization is progressing with systems, and we are going back to the old days like a typical government office. With no support from the management, I am actually feeling very dejected and disappointed.

There are many other situations when it's HR who has to make the decision, but they don't consult me. The policy is they decide, and I have to listen like a puppet. Even if it's wrong, I have to abide by it. With such developments happening, even I have lost respect in front of the staff; they also know there's no use of HR in this organization!

Seniors, please tell me how to tackle this situation?

Regards,
Seema

There is no point in fighting the system if he is placed in a senior position; you will remain junior to him. Don't argue with him; try to go along with him and try to compromise, as you must leave your ego as a senior in the organization. By virtue of his position, he is senior to you. You must accept facts. He must have reasons to ask employees to sign the muster daily and try to learn from him as a junior.

When there is a choice between right and peace, it is better to buy peace at the cost of being right. This principle is where wisdom does not prevail; only time will prove who is right.

Abraham

If you are getting paid for your work, then leave your ego, respect, and stuff. I'm a shameless person, and I don't care what happens in the office. Just be concerned with your pay ;) ;-) ;-)

Seema, I feel you should speak to management regarding this. If that person is heading another department, why is he interfering in your work profile? You are not reporting to him, so why should you listen? Get your reporting level cleared by management and act accordingly.

I think Poonja is right. Prepare your organization chart and discuss formal delegation of authority and span of control. Have an open discussion with the management. Cross-functional interventions do not help organizational goals, as every department needs to set its goals and focus on their departmental objectives instead of interfering in another department's affairs. These non-productive activities result in a total waste of time by the Head of Department of another function who has no delegation of authority and span of control over another department.

Regards,
Partho

Dear Semma,

This is the time that proves everything right or wrong. Sometimes we have to be quiet, but this is not your defeat. I suggest you remain in the race and don't leave until the end. If he is a senior guy, just accept his order (in this situation, you have to follow it as an order) and after some time, start giving suggestions to him. There are many things in HR where he can't interfere. Regarding using abusive words, you can stop him from speaking like that; no one should behave that way in the office.

You are intelligent; just bide your time. Once you get a good opportunity, learn from it, and then choose the best option. But until then, keep learning, don't run.

Best of luck. 😊

Seema,

Why don't you just ask the senior person why he is not "convinced" with the swipe system? Please tell him that you have no problem in listening to him, but there has been a system in practice, and we are trying to get away from manual work. You see, in manual work, people can manipulate.

He may have an ego.

So, just get a sheet mentioning the cost of installing the same and the loss of not using it. Forward it to him with a BCC to the Senior Management.

Also, if possible, try getting feedback from employees on which they find it useful to continue with. Please talk to your senior management once again. I am sure they will understand.

Dear Seniors,

Many thanks to you all for your quick reply.

What is the use of we HR if someone else has to make decisions on our behalf? Shouldn't we fight for what's right?

Asha - Some days back, he asked me to retrieve a report from the system. At that time, the machine was down, and I informed him that once the system is up, I would provide him with the report. However, he didn't want to wait for that. Now that the system is fully functional, what surprises me is that he insists on everyone signing in manually, despite the system being operational.

Yes, you are right; he's very egoistic. He has had conflicts with senior management as well as other issues. I have brought this to the attention of senior management, but they have not taken any action. Whenever I inquire with my boss for an update, he assures me they will handle it appropriately. I am certain nothing will happen; if they intended to take action, it would have been done by now. Even my boss suggests leaving it as it is, implying that even if it's wrong, we should just accept it. Employees are unhappy because they are currently required to perform tasks manually.

Dinesh - Yes, I am striving, but facing setbacks. Unfortunately, my seniors do not take the necessary actions.

Partho, Pooja - I also fail to comprehend why he is involved in HR functions. Regarding his language, he has used inappropriate language with me in the past as well. Management is aware of this, but unfortunately, they do not take any action.

Ravi, Abraham - I understand your point. However, should we continue to do something wrong despite knowing it? Here, everyone is saying HR is of no use!

I await your feedback.

Regards,
Seema

Dear Seema,

Leave aside the fact that others say HR is of no use. To win, you must be in the race and never quit (I mean - never quit from trying).

Let this issue not bother you anymore. Please make sure there is proof of you raising this issue, and also you should have mentioned in that how manual work is "actually" an idea like getting back to the stone age! (not literally).

You see, Seema, some people are so used to systems that they can't come out of it - even if you give a better methodology. My previous boss was from an army background and believed that anything before we type on the computer must be written in a notebook (using a pencil) and draw lines using a scale. He was exceptional at work - but this issue used to really make me and my senior wonder...

He used to dictate, we used to write. And then later type.

Gosh, I still remember how we used to stare at each other until he completed. Sometimes - even the reverse used to happen.

And my friend, in his division, the boss (also from an Army background) used to make him draft emails - in a notepad, he used to correct with PENCIL, ask him to rewrite and then get his confirmation and type the same email and send it across. Though even the boss had a full-time net connection and access to email 24x7. My friend is still working there and doing well, but this thing psyches him. And the boss is the most sought-after person by the management. (Both these bosses are in the HR department).

And then - something I will never forget. I love stationery and have a habit of collecting fancy good looking stationery stuff. I was taking my oh-so-cute notebook and heading towards a meeting... finally when I started to write - my boss pulled that book and wrote the "FIRST" page. :icon3: :icon3: wonder whyyyy!!! And he was satisfied after writing in that.

Why I quoted the above was - there are certain things you cannot change about people... but I guess in the long run they will change when they see the actual benefit. Maybe in the future when there is an error in the manual system... they will get to understand that. After all - the swiping system is efficient and has a huge price tag. Otherwise - it's a loss the company will face.

Keep your cool. Try focusing on other areas for a while. Things will fall back soon in the right place. Make sure that you have made your statements clear and have proof of the same.

Take this as a challenge. Again - if you feel HR is useless, then yes, HR is useless. Never let somebody else's stupidity doubt your abilities... I know you are not doubting too. But stop worrying over what others say.

Small people talk about other people. Medium people talk about things. Great people talk about ideas!

Forget what others are trying to say about you... look at how to make things better. Don't look back.

If none of us are convincing in your query, we shall leave it as an exception because the wearer knows where the shoe pinches.

We can advise on standard guidelines, but in principle, management philosophy and its commitment towards a professional work culture are key in accepting abnormal individual whims and fancies. It is a management problem, and then it is not your problem because management does not intend to command and give respect or discuss such abnormality in their group.

You have to then keep silence and accept the office norms and practices as per management's tolerance level.

Regards,
Rashid

Hi Seema,

This is always an ongoing problem at the workplace. It's more of a conflict of practices and opinions among individuals.

Always make a record of whatever happens in connection to your work and report any actions implemented to your immediate boss. Be bold, straightforward, and frank. There is no problem in doing so. Make it a habit to keep your boss updated via emails (emails are a strong communication tool in workplaces). Then, wait for an opportunity, the best one being a "meeting." Try to make a habit of documenting (soft copies) whatever operations are implemented or built, stating their development, cost, benefits, pre and post-implementation effects, etc. (similar to minutes of a meeting) and keep seniors or employees updated if needed via emails, which automatically keeps track. Once you have done all these, when someone introduces changes, especially something very manual, it can be difficult to follow. It can be a disturbing thought, no matter what happens. So, when you find an opportunity to speak out in a meeting, or when common feedback is asked in a meeting about the current operations, subtly bring up this topic. Others in the meeting with similar thoughts may join you. Consequently, whether it is sorted out favorably or not in the end, you will feel satisfied and relaxed that you have addressed the issues. After this, just apply what the other members have suggested.

I just wanted to add that it's not actually downgrading HR. Similar cases exist in every department. So, relax.

Anyway, what problem do you have with signing the muster? Because, as per some rules, even the muster needs to be maintained. So, it is better to use your pen and sign twice a day. Don't think that HR means you are a king and your powers are being snatched away by whoever that person may be.

Dear Seema,

Please be informed that you are the person who has been and still is heading the HR Department in your organization to date, and you are the one who introduced the concept of the swipe card system, which has been accepted by all the employees.

I would definitely support you in saying that you should not feel bad or inferior just because the head of another department is trying to authoritatively instruct you to proceed with "Manual Signing - Muster." He does not have the authorization to change the existing practices that are widely accepted by the employees and management.

Kindly present a statement to the management explaining how the so-called Manual Attendance Tracker would be beneficial compared to the Swipe Card Concept. Request justification from both the management and the individual advocating for the manual tracker.

As an HR professional, please do not lose confidence, especially when you are introducing concepts for the betterment of the company and others acknowledge that outdated practices like the Manual Attendance Tracker serve no purpose (even if they do not bring it to management's attention).

Perhaps request a detailed presentation on the advantages of using a Manual Tracker, and in return, prepare a list of benefits derived from your swipe card implementation.

**Maybe he is from a government organization.
**Let the focus be on moving forward rather than allowing others to hold you back.

Regards,
Shiv

Dear Seema,

A simple solution to this problem - just be quiet in all these situations as by now you are aware that your seniors are also useless in handling the situation. Just sign the muster.

If your colleagues in your office keep teasing you, simply reply to them, "What to do? People like us do not support in times of need in bad times." Just leave it. Don't argue. In fact, try to support his system. Insist that all sign the muster; he will get tired of shouting at you. :)

Dear Seema,

I think the guy is from some government department or from some old practices concern. Even though your management does not support whatever things that you do, it is my practical experience that it is a waste. If possible, please quit for some time so that everything turns right on your side. Otherwise, please try to change your job because with concerns like this, there's no value for HR.

Regards,
Eswar.K

If he uses language which is not acceptable in a professional circle, please lodge a complaint against him in writing to your manager and management. He can be disciplined for harassment. If there are others who also face the consequences, encourage them to file a written complaint about his behavior.

Display his actions regarding harassment and new policies on notice boards.

Seema, you need to be patient enough. People issues will take time to get resolved. I can understand your situation totally, but never lose hope.

1) You can take your RM & his RM into confidence, and some other people in other departments who are facing the same issue with him, and complain to his boss (I'm sure everyone has a boss :)). This should solve the purpose or at least they would be aware, and feedback would be given to him. This is purely my experience. I have witnessed results doing this, and it really worked. Trust me. But there is caution to it that later this person might look at you as a rival. But then you get your desired results :-)

2) Listen to the world & compromise like most of them suggested here, and try looking for a job somewhere else. But my question is, what do you gain by doing this? What if the same thing repeats in another company as well? Fighting for oneself is good. This is purely my intention, and I would leave it to you to judge better! You are the best judge :)

Hi Seema,

Don't worry; such situations are happening in a few organizations. In my opinion, either the organization is newly established or the boss does not like the system. Due to this, you are facing this type of problem. I have observed the same things in my organization. I am also working in HR, but I am not happy as there is a lack of understanding of the value of HR here. The understanding is limited to HR doing only PF & ESI work and managing personal files; that's it.

So, don't lose your confidence. Place yourself according to the atmosphere and continue with your job until you find a better opportunity.

Thanks,
Rajesh Verma (Haryana)

Dear All,

Many thanks for your quick and timely feedback.

I am actually feeling lighthearted since yesterday after reading all your suggestions/guidance. You all have really enlightened a dejected soul...!!

Coming to the subject, I have done all that was required from my end. I have put forth in writing to the senior management (my boss's boss) what has happened, and also about the foul language this person is using time and again. But, as I said, no feedback/action from them. I also made them understand the pros and cons of manual tracking versus benefits with system orientation, but it seems it's falling on deaf ears! This is just a trailer, seniors... as I mentioned, there have been many situations in the past wherein he takes decisions without consulting HR. The moral of the story, in a nutshell, is... no feedback/action from the senior management, whatever happens in the office!

To top it all off, it's very disturbing when our immediate boss doesn't support us, despite knowing we are right! I am trying to compromise as you all have suggested and keep quiet with a positive hope that someday things would improve and fall into place.

I can't help but continue appreciating all of you for guiding me on the right path... my wounds have begun to heal! And also, to CiteHr, which is an excellent platform for gaining knowledge and interacting with professionals like all of you.

Seema

Hi Seema,

Ash is absolutely right. In addition to Ash, I would suggest you consult this person before you decide to implement anything related to this individual. What I understood is that this particular person wants to be recognized and praised without merit. Therefore, you need to make him feel that he holds the deciding authority and is valuable.

In short, consult with this person before making any decisions or implementations. Don't inform him that you are going to take action; instead, ask or request his input by saying, "Please let me know if it would be good to proceed in this manner," or "May I have your thoughts on how to approach this?"

Thanks.

Regards,
Yousuf

Dear Seema,

From your note, I was unable to find out how long this has been happening.

If it has been going on for quite some time now, then you have some options:

The easiest option is to find another job and make a change as soon as possible.

But do you actually want to do that?

Now comes the tough option - stay there and observe what's happening. This person might not be capable enough and may not deserve the position that he holds, but there is little that you can do about it (since the entire management is quiet).

I suggest not engaging in a head-on collision with this senior person. Instead, focus your energy on various other HR activities where he has little or no involvement.

Regarding HR being considered useless, it's the opposite; the human touch in any organization is provided by HR. It's more of a business partner than just a support function.

Hold the fort and keep trying until you succeed. Consider it as an experience and a testing time. Start with small things, build your reputation among your peers and colleagues. Even though it's the 21st century, patience still pays off. If nothing works in your favor, at least you can have high regard for yourself knowing you gave your best with complete honesty.

Empty your heart elsewhere, but while in the office, be tough!

Do your best!

Megha

Hi Seema,

I hope Asha gave a good suggestion for your grievance. Some senior people will have ego, never mind that.

Dear Seema,

I fully understand what you are going through. This person is using his muscle power by doing all these. Going through your mail, I can sense that it's not only this issue, but there are others as well when they don't consult HR. By this, what I can make out is management doesn't give importance to HR. Otherwise, when he said he would take disciplinary action against you, they should have come in the scene and confronted him (especially when what you did is in the right cause). He doesn't have any right to talk to you in such a manner. If talking to your superior and putting it in writing also doesn't help, then I feel you should look for a change. Keep your cool and try looking out. Here in the meantime, just keep quiet as what others have suggested. He must be an old man... Old people seldom change, so let's try to change us. Don't think this is a defeat, but it's for maintaining harmony. Folks, your comments please.

Deepa

I only read the first two persons' feedback, but I do not agree with K. Ravi and Abraham.

HR is the heart of the company. All the employees, starting from security to owner/management/director, are under HR. Therefore, each and every employee, regardless of their seniority, should respect HR.

Everybody has their own ego, and they have the right to protect it, whether senior or junior.

You should boldly ask that person whether he was recruited here as HR or not. Make it clear to him about his department and tell him not to interfere in other departments.

Dear Friends,

It is quite surprising to see that only one of our friends has seen this case from a legal point. I agree with K. Ravi that in certain (or all) cases, it is a legal requirement that attendance has to be recorded manually in certain prescribed registers (formats). For example, in the Factories Act, there is a prescribed register format. I fully understand that it is a duplication, and besides, in today's scenario, we have to move towards paperless offices. However, we have to follow the law of the soil.

Dear Seema,

Why don't you find out the reason from a legal point? The other guy is a senior person and so definitely he is much more experienced. There must be some valid reason behind his action. To my understanding, the law only recognizes attendance recorded manually in registers (prescribed formats). Seniors, please correct me if I am wrong.

Regards,
DS

Hi Seema,

When the management is not taking you seriously and no action has been initiated against him till now, including your boss not supporting you and taking up the issue with the management to conclude, and unfortunately, your manager also asks you to keep quiet. There is no other way but to keep quiet or quit from there.

But if you want to really prove your abilities and don't care for your job, then go ahead and fight against this. Prove to him that HR is as strong as his department is. Start hunting for a job at the back end and don't give up.

All the best. :icon1:

Dear Madam,

If you are talking about a system, process, or a policy, etc., you have only three options:

1. Create your own system and make others follow it through its positiveness.
2. Adjust with the present system, be flexible with everything and everyone.
3. Just quit the system.

The decision is yours. For every change, there will be resistance. Change is universal, people have to change. If one is not willing to change, time will change him. Many of us face the same problem and complain that HR has no importance. It really does. Make others aware of that. If you are able to fight, have the confidence to keep fighting until you succeed; otherwise, simply quit the system.

Be happy always.

Best wishes,

Hi Seema,

It is really very pathetic to go through your case; however, you need to convince that senior guy that change is the order of the day, and he has to adjust to the changing environment. Your role here is very crucial and critical. You need to speak to the management and update them about the swipe card system, which records the login and logout time. In the long run, it is very beneficial. It is a mere waste of time to go to every department to ask for signing the muster roll, and the calculation is very simple in the case of the swipe card system compared to the manual system. It is human tendency to protest against change, and ultimately, it is the HR's role to make them understand. Do not get frightened; be bold enough to implement the system, which you will find beneficial to the organization. Ultimately, the organizational goal is more important than individual goals.

May God bless you.

Hi Seema,

First of all, we need to understand whether the time and attendance management system is being taken care of by the HR dept. or the admin dept. Ideally, it should be the core responsibility of HR only for any attendance updates later on as it has an effect on the calculation of salary days. If your senior is making signing the muster compulsory, I believe that it is kind of a backup plan wherein in case of any problem in the machine, you can always cross-verify from these records. As per my understanding, the issue here is ego conflicts happening due to the different seniority levels. What I would suggest is rather than directly escalating this to the higher management, you should have a healthy discussion with your senior. Maybe he also has something to share in this regard.

Thanks,
Sumit Sharma

All I can say is...

Drill down, and you will see that the real secret to solving these big problems is to look at them with a brand new attitude, a new perspective, and to attack them piece by piece with small solutions.

Wish you success,
Vara

Okay.

Though it's a little complex, I will try my level best to put it as simply as possible. Read the following statements one by one very carefully; it will make your thought process very clear and, more importantly, sharp.

1. All HR personnel are professionals in their organizations.

2. They are paid for their professional skills such as communication and are depended on for their professional advice as and when the organization needs it.

3. Every professional should ensure that he has not fallen short in his deliverables in any way, be it service or advice, as and when necessary.

4. Every professional should not be bothered about the decisions made by their seniors, particularly those in which their advice or service aspect has not been taken into account.

Leaving aside these basic axioms, there is a very important detail being overlooked by you.

No matter how technologically advanced an organization becomes, there are certain legal statutory requirements that must be adhered to in any case. No "buts" and no excuses are entertained when it comes to statutes. One of such statutory requirements to date is that every organization maintains a handwritten muster for registering the day-in and day-out.

The swipe system is nice, sleek, friendly, and very comfortable when it comes to generating reports. However, it will never be accepted by an inspector appointed by the government. The swipe system will be acceptable to the law only when it is specified in the books of law.

Unfortunately, the truth is that the seniors who are uncomfortable with it are actually saving you and the company from loads of probable trouble in the future.

Best regards,

Niranjan Pandit

Something very important that I missed :-D

Any professional, in whichever department, function, or grade he may belong to, is downgraded only and only when he accepts that he is downgraded. :-D

Enjoy!!!

Hi,

Please call me immediately. If I don't answer, send me an SMS with your name, and I will call you.

Madhu
9884173041
9176638999

Dear Seema,

First of all, clarify with your top management what your role and responsibilities are as HR in your company and to whom you will be reporting. Clearly explain the advantages of implementing the new swapping system for attendance. Provide a detailed cost-benefit analysis to give them a clear picture.

As the person holds a senior position, it is important not to rebel against them as things could turn against you. Make sure they understand why there is a need to use the new attendance machine for punching attendance. This is where your HR skills in handling human resources will come into play. Stay confident and do not lose heart; I am sure you will achieve your goal.

Please let me know if you need any further assistance.

Best regards, [Your Name]

Hi Seema,

Please understand that HR is a support function, and in large companies, their presence is noted to maintain discipline, capture data, execute policies, and processes. However, in smaller organizations, especially if your experienced boss remains quiet, do not expect anything beyond your salary and experience. It may be best to quietly switch over to a larger, more professional company.

Thank you.

Dear Seema,

I can understand your concerns as in my journey, I happened to meet a similar kind of 'Ego' fame boss. I feel that you must not give up on your principles and ethics. Reply to your conscience only and work accordingly. Never learn to compromise this way; over a period of time, it'll make you a slave.

There are certain ways to get your work done despite disagreeing with that fellow. Prepare a document showing:
- What are the benefits if the company follows the New SYSTEM
- What are the demerits if not followed
- What are the demerits if the old fashion continues
- What will be the impact on the culture if the trend of fear and ego continues

Try this out and convince all your seniors, but never let this person rule over you like this. Once means forever. You deserve your job based on your talent, not on anyone's obligation. Plenty of other employers are there in the market. Keep all the options open.

Best of luck :-)

Dear All,

Many thanks for your suggestions and guidance. I followed all that you all have advised. As I said, this is not the only issue, but there are many others as well where HR is not consulted or given any importance. I was keeping quiet all this while. From my side, whatever I had to do is done - put his foul language in writing, explained the benefits of system versus manual, and all.

One thing, I never knew that it's mandatory to maintain registers for attendance for statutory purposes. I know companies where they don't maintain the same. Is it necessary? Seniors, please advise.

Hi Seema,

I strongly feel that you should talk to this senior non-HR manager to know the reasons. Since you say that the system was not functioning when he asked for a report, I feel that he is not convinced that the system is fully operational and working fine. Since it is difficult to recreate the data, he has kept an alternative for recording attendance. I feel you should take on the responsibility of showing that it is working fine.

Radhika

Hi Seema,

It is mandatory to keep an attendance register, recording in and out time, and also a movement register. We recently had a surprise visit by the Labor Inspector. The first thing he asked for was the register, and he promptly verified and signed it before asking us for further documents.

Hope this helps. Radhika

Hi Seema,

We are using both swipe cards and a manual system. I don't find anything wrong in using both. Both of them have their advantages. As for me, signature in the muster is also mandatory.

Thanks,
Pavan
Manager - HR
Vertex Offshore Services

Seema,

People will try to belittle HR professionals because they perceive HR as a nuisance in a company. You should demonstrate what HR truly means for an organization by monitoring employees regularly. If you notice any negative behavior or issues concerning an individual, address the matter seriously with management. This approach will help the person understand the value and importance of HR.

Thanks,
Anil

Dear Seema,

This is a trend in most industries. HR is never in a position to manage. The only solution is to try to convince the management or let it run in its way. If they do not value HR, then there is no fun in continuing there. Try your luck where the organization understands the value of HR and where the HR Manager has enough power to manage HR activities.

Wish you all the best!

Regards,
Harirajsinh D. Chudasama

Dear Seema,

Greetings,

The more confident you are, the less rudeness and arrogance will be able to penetrate your defenses. There are no circumstances when you have to put up with unacceptable behavior. People known for their arrogance do not behave that way towards everyone; just to those who allow them to get away with it.

It's tricky but still You have to be careful how you handle it, but that does not mean being a doormat.

Much depends on how you react. If asked to do something in an unacceptable manner, question it. Try a smiling, 'I beg your pardon,' as if you can't believe what you heard. When asked to repeat something, it often makes the questioner reflect momentarily on what they said and check its appropriateness. While doing this, maintain eye contact to show you have not been cowed by the exchange. If that doesn't work, you can try being more direct, but always keep it pleasant.

Aggression is more easily diffused with a smile. Put the onus on your boss by expressing concern, but keep your tone as one of friendly interest rather than apology. Phrases like 'Have I done something to upset you?' or 'You seem annoyed, is there a problem?' can work wonders. Those who behave unacceptably do not want to explain it; they just want everyone to jump to their commands. If you oblige, you store up problems for yourself in the future, and the job you always wanted will not live up to your expectations.

Moreover, self-esteem is above all, but according to me that person is not against you; he wants to apply what he knows... so let him go with his outdated ideas.

Regards,

Abhi
:icon1:"Your attitude decides your altitude":icon1:

Hi Seema,

I think we are in the same boat. I joined this startup firm a year ago. The consulting division of this company is 2 decades old, and believe it or not, I am the first HR person in the entire history of the organization. I am with the KPO division, which started last year, but the board and senior management are the same for both divisions. Making my presence felt, especially when all are from a consulting background and prestigious institutions, is all the more difficult. What pleased me is that they realized the company needed an HR person (better late than never), which made me feel better that I am needed, probably just to do the dirty job. Nonetheless, I started in the first year understanding what THEY wanted rather than implementing changes and new HR best practices. In the eight years of my career, this was the first industry of consulting/KPO nature, so I chose to align with management and carry out changes as required, frankly bothering less about what the employees wanted. I realized I was able to make management happier every passing day but was becoming less favorable in the eyes of the employees since the seniors wanted things their way. So, in my appraisals, the employees gave less than wonderful feedback to the bosses about me being more of a management person than an "HR Person." When the top bosses (we are only 60 people in the company) sat for my review, it was THEY who asked me to improve, sympathize with people, and think from their perspective as well. It was then that I clung to the opportunity and mentioned that I did everything as per their directions and hence could not fulfill people's needs, and they agreed. They asked me to start carrying out new initiatives and be an HR person. Today, my management is happy, and so are the people. You might not have a similar experience if you try this. What I wanted to say is, if you can't beat them, join them, be one with them, and then gradually change them. Let them accept you first, and then they will accept everything you say! Cheers

Dear All,

Thank you all for your valuable suggestions. It seems that there is a lack of understanding regarding the role of HR, leading to a situation where it is perceived as having no real value. It appears that they simply want to have an HR presence in name only, without any actual power or decision-making authority. Nevertheless, I have chosen to remain silent and have decided to pursue opportunities with a more professional organization. Could you please share a list of consultants with me so that I can forward my CV to them?

Many thanks in advance.

Regards,
Seema

Hi Seema,

It's absolutely your call if you want to continue or hop. But life does drive everyone of us through a lot of patches that are not all that easy and nice. One way to look at these patches is to take a detour and avoid them completely. And yet another way is to "deal" with these patches. I agree that it sounds easier than actually being there. I am just turning your head so that you can see this situation as a learning class, or a mini training arena. Just ask yourself, if at all you could "deal" with this man and handle him proficiently and confidently, how difficult or easy or even a piece of cake would it be when similar people try to show their colors :) You are the final judge; I only wanted to give a different perspective.

Best Regards,
Niranjan Pandit

Hi,

Rome was not built in a day. Keep your spirits high. A positive attitude will count at the end. As you are the first HR in your company, and all employees are already accepting your work for the growth of the company. Keep it up.

Regards,
Deepak Srivastava

Dear HRM is the legal liaison between the organization and the employees. They are to uphold the employment and safety laws (OSHA, and Civil Rights Act) as well as follow the practices, which may differ within federal guidelines, that the employer authorizes.

Corporations are always searching for better ways to produce goods and services. When new technological developments give some organizations a competitive advantage, their rivals try to catch up by adopting and improving on the new technologies.

Ford has put many of Toyota's technical advances to work in its own plants, and General Motors has spent over $50 billion in the last decade to modernize its production facilities to develop skills in flexible manufacturing.

A large part of this growth is the Human Resources department of these companies, who are responsible for hiring the people with the knowledge to bring new technology into a company. To be successful in the automotive market, these companies need a highly skilled, flexible, and committed workforce, flexible and innovative management, the ability to retain developed talent, and a strong partnership between management and labor unions.

To achieve these goals, the company needs a talented HR department. Besides hiring the right people to manage and perform specific jobs, HR managers have to build up commitment and loyalty among the workforce by keeping them up to date about company plans, and laying out the implications for job security and working conditions.

From the interview process to exit interview at the end of the summer, the HR department was every employee's main connection between the production floor and the upper management. The HR department informed employees via bi-weekly meetings, a company newsletter, and bulletin-board postings throughout the plant. Whenever a question arose, instead of asking middle-management, an employee could go straight to the HR rep they were assigned to. From my experiences, it seemed like the HR reps knew everything there was to know about the company and how it is run. And I found that to be a very valuable asset. I imagine the same takes place at large corporations around the world.

The backbone of any successful company is the HR department, and without a talented group of people to hire, culture, and inform employees, the company is doomed for failure.

Soju:lol:

A large part of the growth is the Human Resources department of any organization. The backbone of any successful company is the HR department, and without a talented group of people to hire, cultivate culture, and inform employees, the company is doomed for failure.

The person who is the senior should be allowed to do his duties, but clearly communicate to your employees to follow the rules according to the company's policies. Advise them not to waste time being afraid of anyone; instruct them to adhere to the policies. As an HR professional, prepare the policies and ensure you also follow them. Take the initiative and do not pay heed to those who offer meaningless advice sessions. Clearly state that there is no time for such sessions. Be brave enough to handle such situations and provide support to your employees, where ultimately the majority wins.