Dear Friends, I want your valuable inputs to understand how to handle an impossible HR Head. I have been working in this organization (a 13+ year-old organization with 10K+ employees) for more than 5 years. The company has had its best and worst times ever, and we have finally come out stable. However, one thing has been very consistent: the HR Head's impossible policies.
The HR department operates on its own time, as if they are in a different universe from ours.
1. Office on Saturdays: The HR Head insists that there is a serious norm in the labor laws of India that mandates office hours on Saturdays. We are forced to work 4 hours on Saturdays, even though most of our work at the Head Office is related to senior management, who are not present on Saturdays. After a prolonged struggle with HR, we managed to secure 2 non-working Saturdays (2nd & 4th), but we still must work on the remaining 2/3 Saturdays, which is completely absurd. Additionally, he speaks as if everyone in India works on Saturdays.
2. Biometric Attendance/Overtime: While the initiative to implement biometric attendance is commendable, the policy is flawed. Many departments work late nights/early mornings without receiving any overtime compensation. Moreover, they are penalized for being even a minute late the next day.
3. Delayed Appraisals: Appraisals are conducted every 6 months, but the results are not visible until 6-9 months later. Despite HR emphasizing the importance of policies and processes for fair company functionality, they do not adhere to these standards themselves, taking their own sweet time for appraisals.
4. Bias Towards Departments: HR shows clear bias towards certain departments, categorizing them as a "support function" and treating their employees as second or third grade.
5. Bell Curve Normalization: Employees' performance ratings are adjusted based on a bell curve, irrespective of their actual performance. This normalization process favors certain departments, while others are not subjected to such treatment.
6. Salary Disparity: The company has significant salary disparities, with freshers often earning more than experienced employees in the same role. The company had to increase the salaries of at least 6000 employees when the Labor department announced minimum wage for the state. Many long-serving employees with higher titles earn less than their subordinates.
Despite numerous complaints to HR, they remain unresponsive. The HR grievance hotline receives calls, but no action is taken, as grievances are not escalated to the HR Head.
Many employees, including myself, have confronted the HR Head, only to be met with evasive responses. He shifts blame to other departments, management, or even suggests resigning if employees are dissatisfied. Some have resigned due to HR's tactics, despite their managers' efforts to retain them.
I understand the dilemma of leaving a company where one has made significant contributions and enjoys a good working relationship with their manager. However, growth in terms of salary and designation is hindered by the HR Head.
I seek your advice, friends. What steps should I take? Should I file a complaint with the Labor Department or consider involving the media? I am at a loss.
Thank you.
The HR department operates on its own time, as if they are in a different universe from ours.
1. Office on Saturdays: The HR Head insists that there is a serious norm in the labor laws of India that mandates office hours on Saturdays. We are forced to work 4 hours on Saturdays, even though most of our work at the Head Office is related to senior management, who are not present on Saturdays. After a prolonged struggle with HR, we managed to secure 2 non-working Saturdays (2nd & 4th), but we still must work on the remaining 2/3 Saturdays, which is completely absurd. Additionally, he speaks as if everyone in India works on Saturdays.
2. Biometric Attendance/Overtime: While the initiative to implement biometric attendance is commendable, the policy is flawed. Many departments work late nights/early mornings without receiving any overtime compensation. Moreover, they are penalized for being even a minute late the next day.
3. Delayed Appraisals: Appraisals are conducted every 6 months, but the results are not visible until 6-9 months later. Despite HR emphasizing the importance of policies and processes for fair company functionality, they do not adhere to these standards themselves, taking their own sweet time for appraisals.
4. Bias Towards Departments: HR shows clear bias towards certain departments, categorizing them as a "support function" and treating their employees as second or third grade.
5. Bell Curve Normalization: Employees' performance ratings are adjusted based on a bell curve, irrespective of their actual performance. This normalization process favors certain departments, while others are not subjected to such treatment.
6. Salary Disparity: The company has significant salary disparities, with freshers often earning more than experienced employees in the same role. The company had to increase the salaries of at least 6000 employees when the Labor department announced minimum wage for the state. Many long-serving employees with higher titles earn less than their subordinates.
Despite numerous complaints to HR, they remain unresponsive. The HR grievance hotline receives calls, but no action is taken, as grievances are not escalated to the HR Head.
Many employees, including myself, have confronted the HR Head, only to be met with evasive responses. He shifts blame to other departments, management, or even suggests resigning if employees are dissatisfied. Some have resigned due to HR's tactics, despite their managers' efforts to retain them.
I understand the dilemma of leaving a company where one has made significant contributions and enjoys a good working relationship with their manager. However, growth in terms of salary and designation is hindered by the HR Head.
I seek your advice, friends. What steps should I take? Should I file a complaint with the Labor Department or consider involving the media? I am at a loss.
Thank you.