https://www.citehr.com/586232-hr-man...-director.html
Inviting reference to my above post and subsequent replies of senior members I am please to inform you that the management finally agreed to our concern and initiated no amendment in leave policy.
Thanks to senior members specially Mr.Divekar because his suggestion hit the bulls eye.(I took the help of external consultant)
Further I want to inform you that currently we are 150 staffs in our organization and works in 5 location(Client side) across Odisha.Our company growth rate is 60% annually. When I joined there was no proper system in HR and in the past I have successfully stabilized HR department, employee discipline, implemented proper system of reporting, implemented polices like recruitment, leave, advance, employee separation, etc and implemented labour practices as per the law, etc.
But disagreement with management continues as per HR operation is concern and are follows
1. Not ready to implement proper PMS System: Management is satisfied with the performance appraisal system (Feedback system). Based on that report yearly increment takes place. After repeated follow ups also management is not interested to review performance periodically with proper KPI and KRA. When I tried to convince them they say we are improving year by year (financially)so our current approach is OK and will implement this PMS later.
2. No proper increment subject to performance: As there is no proper PMS the increment amount is almost same for all employees. Even they reluctant to rate employee highest rank. (May be to avoid my objection).This year only 4 members got ‘A’ rank including me(Less than 5%).
3. There is no employee benefit program: Currently management doesn’t want to implement like mediclaim, accident policy, NPC etc.(As employee turnover is very less)
Like the above I have difference with the management for employee engagement, training and development etc. As we are scaled up to a new height being an HR I feel that this is right time to implement the above program.
Please note that whatever I implemented here after lots of discussion/ argument with the management. Every time I cannot fight with the management for implementation of next level HR system.
Therefore I request senior members to guide me how smartly to implement those processes for my organization.Also requesting you to suggest If differences will be there with the management then what HR manager should do
• Shall quit, admit his failure and look for another job where HR process is already implemented. (As work will be getting monotonous)
• Continue with that organization and will keep on trying to convince management to implement the above program.
• Are management right with their opinion and my concerns are not alarming.
Thank you for looking into the long written post.
Inviting reference to my above post and subsequent replies of senior members I am please to inform you that the management finally agreed to our concern and initiated no amendment in leave policy.
Thanks to senior members specially Mr.Divekar because his suggestion hit the bulls eye.(I took the help of external consultant)
Further I want to inform you that currently we are 150 staffs in our organization and works in 5 location(Client side) across Odisha.Our company growth rate is 60% annually. When I joined there was no proper system in HR and in the past I have successfully stabilized HR department, employee discipline, implemented proper system of reporting, implemented polices like recruitment, leave, advance, employee separation, etc and implemented labour practices as per the law, etc.
But disagreement with management continues as per HR operation is concern and are follows
1. Not ready to implement proper PMS System: Management is satisfied with the performance appraisal system (Feedback system). Based on that report yearly increment takes place. After repeated follow ups also management is not interested to review performance periodically with proper KPI and KRA. When I tried to convince them they say we are improving year by year (financially)so our current approach is OK and will implement this PMS later.
2. No proper increment subject to performance: As there is no proper PMS the increment amount is almost same for all employees. Even they reluctant to rate employee highest rank. (May be to avoid my objection).This year only 4 members got ‘A’ rank including me(Less than 5%).
3. There is no employee benefit program: Currently management doesn’t want to implement like mediclaim, accident policy, NPC etc.(As employee turnover is very less)
Like the above I have difference with the management for employee engagement, training and development etc. As we are scaled up to a new height being an HR I feel that this is right time to implement the above program.
Please note that whatever I implemented here after lots of discussion/ argument with the management. Every time I cannot fight with the management for implementation of next level HR system.
Therefore I request senior members to guide me how smartly to implement those processes for my organization.Also requesting you to suggest If differences will be there with the management then what HR manager should do
• Shall quit, admit his failure and look for another job where HR process is already implemented. (As work will be getting monotonous)
• Continue with that organization and will keep on trying to convince management to implement the above program.
• Are management right with their opinion and my concerns are not alarming.
Thank you for looking into the long written post.