How Can a Young HR Navigate Employee Concerns When Management Won't Listen?

Hello Seniors, I am a fresh BBA graduate, but luckily I have recently gotten a job as an H.R. in a newly set up I.T. firm. Now, the problem is that the employees of our company are really unhappy with the management. They have issues related to salary calculation, office timing, no Saturday off, etc. Salespeople also have problems with high targets and improper management. Employees have discussed these problems with me. I know management is on the wrong side, and I have discussed all these issues with management, but to no avail. They hardly make any decisions in favor of employees. My boss says that I should not think like an employee, take management's side, and know how to get work from employees. What should I do? Sometimes I get emotional and agree with employees when they talk about changing their job. Is this wrong? Please guide me on how I should behave. Management also wants me to be strict, but I am just 21 and am not able to think from management's side.

As I understand, this is your first job. Please make a few things clear: the management is always right when it comes to small IT firms where the employee base is low. (How much is yours?)

In the above case, you have to be a bridge between the employee and management. However, you have to be on the management side because HR is appointed by management and not by employees. Employees change, but management remains the same. Your task is to convince the employees that this situation will change, they will receive a good salary soon, etc. Hope you understand!

Dear Akriti, make yourself a good professional. Discuss employee-related problems with management. If they are convinced, discuss with the employee. If they are not convinced, you have to convince the employee.

Proposal for HR Policies in a New Setup

I suggest a different method. As you mentioned, it's a new setup; why don't you come up with a proposal on HR policies? HR policies are a tool whereby both management and employees have to abide by them. This way, there is no question of giving false assurances to employees (which is wrong) and not making management unhappy.

See, it works 50-50. Management must take note of employees' grievances, while employees should understand work-related discipline, and not everything will be as they wish it to be.

As HR professionals, our stance should be no favoritism towards anyone—not management nor employees—but to have a rational stand and keep the business running.

I understand you are a fresher, but take it as a challenge. Consult experts from your sources on how you can frame HR policies. Do not be emotional and do not stress. Take caution when listening to your employees; do not utter a bad word about management, only listen to them and decide later. It may also happen that once employees know you take everything as they tell, they will trouble you with even small causes.

Explain to your management that you are there to work as a bridge between both. Human capital is regarded as the best asset, and they have to regard it too.

All the best!

Regards,
Vaishalee Parkhi

Understanding the Role of HR in a Company

Mayur Shinde and Vaishalee have said it right—HR is the bridge between management and employees, and your primary focus/allegiance is to the company—not individuals. It's only a coincidence that the top people and the company can't be segregated in small companies.

Like Vaishalee mentioned, begin by making the core/important HR policies. This will help you in two ways:

1. Once things are in black and white, most people begin to have a wider view—rather than the way it is now in your case.
2. This will force the management to think about the pros and cons of the rules when they begin to give their OK for the policies. And the employees too will know where the buck stops for them.

Since yours is an IT company, you can also highlight this aspect in your discussions with the management—how tough it is to get the right people in this industry and how easy it is to lose them. Even if someone were to resign, it is usually much more expensive to hire a replacement with the same set of skills.

Again, like Vaishalee mentioned, take this as a challenge—not many get such an opportunity at the beginning of their careers. Most often, it's to follow some senior, rather than lay down the HR foundations in the company. This is tough—no doubt, but the professional satisfaction you would get even while in the process would far outweigh the struggle.

In this process, there would be quite a few opportunities for you to pick up many soft skills—like handling people (which is what HR is all about), exposure to core HR functions (you only need to go through many of the earlier postings in CiteHR to realize how many HR professionals are literally groping to get such openings), etc.

More than the end result, it's what you learn during the process that will be with you lifelong—only the results are retained in the company if and when you leave. Hope you get the point.

All the best.

Regards,
TS

Steps to Integrate as a New Team Member

As a new member in your office, to merge with your team, do the following:

1. Firstly, listen to the issues of your team members officially as well as personally.
2. List down the issues, study, and analyze them.
3. Resolve the small issues from your individuals in a way that shows you understand and have properly analyzed their concerns. This will help them believe in you and accept you as a team member.
4. Afterward, form a personal team with people you connect with personally.
5. Then, explore other issues with your HR and top management.
6. Prepare management feedback and status, along with the target date of completion regarding the issues.
7. Approach individuals, show the sheet with management status in a polite way, and maintain a positive attitude.

All the best,

Regards,
Saravanan

I appreciate your post, but as an HR Professional, try to understand the problem rather than making any conclusions.

Company Policy

- Always stick to the company policies. If not available, create the policies, document them, and circulate them to every employee with prior management approval.

Terms and Conditions of Employment

- Working days, hours, holidays, leaves, dress code, etc., should be clearly defined. Employees cannot complain after accepting the same.

Target

- Employees should discuss their targets with their reporting manager.

Regards,

Loyalty and Professional Ethics in HR

As a true HR professional, your loyalty should be to your profession, not necessarily to your employer. It's important to abide by professional ethics. Try to introduce HR initiatives one small step at a time; you will notice the difference in the long run.

I would suggest thinking like an employee while also considering the management's perspective. After an objective evaluation, if you still believe that the management is wrong, do your best to make improvements. However, not all organizations are professional. When you try to implement changes, some organizations might make your life difficult. Handle these situations diplomatically without compromising your values, and keep actively looking for new job opportunities.

To sum up, if your boss is responsive, give it a try. If not, your options are limited because, whether you like it or not, the boss is always right. But believe me, there are many good places to work.

Thanks,

Robin

There are many seniors who will give you much better advice. However, the points you have specifically mentioned regarding working timings and Saturday off; there are regulations for daily working hours and weekly working hours. As long as these are being followed, there is no issue at all. If daily hours are increased within the prescribed legal implications, Saturday off can be given. But it is all a management decision. Regarding sales, every company sets higher targets, and the pressure on salespeople will always be there. The same is true for production people. So, in my opinion, there are no issues at all. Since you are new, employees may try to take maximum advantage due to your lack of experience and ignorance of rules and regulations. Therefore, be diplomatic, discuss the issues with your management, and then seek specific advice.

Regards,
Mahesh

The point raised by Aakruti is really a matter of concern, and the solutions given by all are well appreciated. HR has a crucial role in an organization, particularly like Aakruti's organization. There are other organizations like this as well. HR has to face the challenges tactfully; otherwise, they have to consider the second option. Best of luck, Aakruti.

Regards,
Manoj

Role of an HR Manager in a Small Organization

An HR Manager is hired to bridge the gap between the employee and the employer. As a professional, you should not be emotional at any given point in time. Since yours is a small organization, it will come under the Shops and Establishment Act. Please familiarize yourself with the Act, create policies, implement them, and ensure that employees adhere to them.

Mr. Robin is correct in stating that as a fresher, employees may try to take advantage of you by making unwarranted demands. Please do not entertain such behavior and strictly enforce the policies.

Thanks & Regards,
Saji

Thank you all for your guidance and support. As per your advice, I drafted HR policies for our company and presented them to the Directors, but to no avail. They are not interested in them. Moreover, they have directed me to give offer letters/appointment letters only to those new hires who request them. As a result, 2-3 MBA freshers who joined a month ago still have not received their appointment letters.

What Should I Do?

I have tried my best to improve the company's standards, but it seems futile. I am considering changing my job after completing my six months here. Would that be the right decision? Also, will I be able to find a decent job in HR given that I am just a graduate?

Regards