I am a fresher as an HR manager. Please guide me on what reports I should be making. My Key Result Areas (KRA) are not defined, and my manager is not supporting me at all. I lack a team and support; all colleagues want me to leave this job. What should I do? I am feeling too much tension.
Regards
From India, Indore
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28Regards
From India, Indore
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Don't worry as a fresher; you are starting your career as a manager. You have to define your Key Result Areas (KRA) along with the company's goals. Answer the following for better suggestions:
Questions to Consider
1. What is your company involved in?
2. Who is reporting to you, and to whom will you be reporting?
3. Is there an HR person in the company already?
Regards,
Eswar
Manager-HR
[Phone Number Removed For Privacy Reasons]
From India, Chennai
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Questions to Consider
1. What is your company involved in?
2. Who is reporting to you, and to whom will you be reporting?
3. Is there an HR person in the company already?
Regards,
Eswar
Manager-HR
[Phone Number Removed For Privacy Reasons]
From India, Chennai
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I am very clear on what I should do. I know all my Key Result Areas (KRAs) and have defined the KRAs of all my colleagues. However, I find myself without any support. I am the only one handling all these responsibilities. It is surprising to note that my manager is not interested in assisting me with my tasks. They show no interest in bringing about any changes within the company. Instead, they constantly criticize me. They always seem ready to undermine my efforts. Unfortunately, I am unable to discuss this situation with my director.
Company Details
The details of my company are as follows: Metal Profiles Indore. No one reports to me because my colleagues have yet to accept me. There are two individuals handling administrative tasks, managing attendance, Provident Fund (PF), Employee State Insurance (ESI), and the preparation of salaries, which is done by the accounts department. Despite joining six months ago, they are still not ready to disclose this information. I am feeling very anxious.
Implemented Changes and Challenges
You would be surprised to know that I have implemented some changes here, particularly focusing on safety, TS (Total Safety) compliance, customer audits, welfare, and recreational activities. I have been successful in making positive changes within the organization. Although all 400 workers appreciate my efforts, they also seem to be causing me trouble for minor reasons. It is quite confusing for me as I am receiving support only from my director, not from my colleagues, subordinates, or managers.
Regards
From India, Indore
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Company Details
The details of my company are as follows: Metal Profiles Indore. No one reports to me because my colleagues have yet to accept me. There are two individuals handling administrative tasks, managing attendance, Provident Fund (PF), Employee State Insurance (ESI), and the preparation of salaries, which is done by the accounts department. Despite joining six months ago, they are still not ready to disclose this information. I am feeling very anxious.
Implemented Changes and Challenges
You would be surprised to know that I have implemented some changes here, particularly focusing on safety, TS (Total Safety) compliance, customer audits, welfare, and recreational activities. I have been successful in making positive changes within the organization. Although all 400 workers appreciate my efforts, they also seem to be causing me trouble for minor reasons. It is quite confusing for me as I am receiving support only from my director, not from my colleagues, subordinates, or managers.
Regards
From India, Indore
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I don't want to leave, but my department head in accounts told me directly that everybody wants me to leave this job. All other suppliers, like Communic and Eicher, appreciate my work and have specifically informed my director. They feel jealous. The last time the head of the accounts department tried physical harassment, but I gave him a slap. Since then, I have not been able to do anything related to my work. I am a fresher as an HR manager but have relevant experience in MNC Intel Technologies in Bangalore. I have around 3.6 months of experience. However, in the manufacturing industry, I am very new. So, I need guidance on how I can establish proper HRM here.
From India, Indore
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From India, Indore
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He knows very well... I already told him. He just told me, "I am with you, I am supporting you, so don't bother about them." But how can I handle this without any team? I used to make sure that twice a week there were fun activities, and I was doing that, but to date, I am the one who is managing it. If I'm not in the office, nobody will manage it. I started publishing a newsletter, but nobody tells me to update it; I only used to find it, take pics, and publish it. Even they are not in favor of issuing offer letters, salary slips, or experience letters at all. I did training needs analysis and made a skill matrix, training plan, and decided the calendar, but they don't want any trainings. Only once did I organize a training session for staff, but after that, my manager didn't allow me to do that.
Challenges Faced as a Fresher
Firstly, I am a fresher for this post, using only my mind. Secondly, nobody is here to guide me on how I can be a good manager. Thirdly, nobody is accepting me and my work. Fourth, I am alone in all activities. The main thing is my boss didn't accept me and most of the time uses abusive language. I am an extroverted person. I am not feeling free to do anything. I am not happy with my current situation, and for the first time in my life, I am taking it as a burden on me and not enjoying my life and work. You might be laughing at me, but I am feeling like crying. Seriously, I am not able to make it fine. I tried my best here, now I seriously need guidance about work and how I can feel relaxed and start enjoying my life.
From India, Indore
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Challenges Faced as a Fresher
Firstly, I am a fresher for this post, using only my mind. Secondly, nobody is here to guide me on how I can be a good manager. Thirdly, nobody is accepting me and my work. Fourth, I am alone in all activities. The main thing is my boss didn't accept me and most of the time uses abusive language. I am an extroverted person. I am not feeling free to do anything. I am not happy with my current situation, and for the first time in my life, I am taking it as a burden on me and not enjoying my life and work. You might be laughing at me, but I am feeling like crying. Seriously, I am not able to make it fine. I tried my best here, now I seriously need guidance about work and how I can feel relaxed and start enjoying my life.
From India, Indore
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Thank you very much! I will wait for some time and try to discuss with my director once he is back. Please help me know what reports I should have as an HR manager. Currently, I am working on the absenteeism report, total headcount report, new joiner reports, total salary, overtime, bonus report section-wise, leave report, and advance report. What else should I include? What should be my focused areas? Please share some tips to manage it better. I appreciate your messages; I am feeling much better than yesterday. Thank you very much.
From India, Indore
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From India, Indore
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It is better to do your duty without expecting support and help from others. Do it in your own way and style. One day, you will be accepted by all, and it is a good experience (I mean to handle such difficult situations) which you may not get in other firms. So, be positive and continue with your ideas as they will help you to grow at all levels. All the best.
Regards,
Jino
From India, Kochi
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Regards,
Jino
From India, Kochi
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I read what you have been undergoing. The best thing that I can suggest to you is to try doing a one-on-one with each employee when you find time. Ask them questions about positive and negative aspects and the changes that they are willing or not willing to make. Make a list and arrange to discuss the same with your director. I'm sure this way you will better understand your planning.
However, being a woman, I understand the challenges that may arise in the good deed you are planning. Remember, there may be many who say you are wrong, but even one supporter can help you achieve your goals. The more you stress and label it as a problem, the longer it will persist. Call it "Women power," empower your thoughts. The position you hold as an HR Manager is critical and of utmost value. By now, I'm sure you must have understood my message. Take on the challenge and prove yourself!
If you have any questions, feel free to write. Good Luck!
Cheers...
From India, Visakhapatnam
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However, being a woman, I understand the challenges that may arise in the good deed you are planning. Remember, there may be many who say you are wrong, but even one supporter can help you achieve your goals. The more you stress and label it as a problem, the longer it will persist. Call it "Women power," empower your thoughts. The position you hold as an HR Manager is critical and of utmost value. By now, I'm sure you must have understood my message. Take on the challenge and prove yourself!
If you have any questions, feel free to write. Good Luck!
Cheers...
From India, Visakhapatnam
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First of all, let us know: Are you being paid higher (salary) than others when comparing your qualifications, experience, etc., with those in a similar position in other departments?
Previous HR Manager's Performance
How was the previous HR Manager performing, or is this a new position that you have taken up?
Gender Biases and Age Differences
Are there any gender biases present? Are your co-workers senior or elderly while you are younger in age?
Incorporating Fun Activities
How can you incorporate fun activities twice a week? When will you have time, and what type of employees will be involved in these activities?
Do not lose heart; things will settle down over time, and you can relax after 3 to 6 months.
Best of Luck,
Regards,
Sridhar N
Senior Manager (HR & ADMN)
Madras Medical Mission
Chennai.
From India, Madras
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Previous HR Manager's Performance
How was the previous HR Manager performing, or is this a new position that you have taken up?
Gender Biases and Age Differences
Are there any gender biases present? Are your co-workers senior or elderly while you are younger in age?
Incorporating Fun Activities
How can you incorporate fun activities twice a week? When will you have time, and what type of employees will be involved in these activities?
Do not lose heart; things will settle down over time, and you can relax after 3 to 6 months.
Best of Luck,
Regards,
Sridhar N
Senior Manager (HR & ADMN)
Madras Medical Mission
Chennai.
From India, Madras
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I can suggest that HR send the following reports:
1. Attendance reports
2. Daily reports of department heads and other employees
3. Manpower planning & requisition report
4. Review meeting and minutes of meetings report
5. Suggestions for organizational development report
I also have the formats available.
Regards
From India, Secunderabad
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1. Attendance reports
2. Daily reports of department heads and other employees
3. Manpower planning & requisition report
4. Review meeting and minutes of meetings report
5. Suggestions for organizational development report
I also have the formats available.
Regards
From India, Secunderabad
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It seems like you are facing a difficult situation. However, please note that as a newcomer, you may experience the same kind of situation in your next jobs as well. Remember that resistance is everywhere. Therefore, I would like to encourage you to be strong and patient. If you are doing your best in line with your job description, you have every reason to remain strong, but ensure you are also polite and patient. If you genuinely feel that this place is not the right fit for you, then you can consider exploring other opportunities. In the meantime, please remember that this job could still be the best option for you at the moment.
Regards,
Cho Cho Myint
Managing Director
From Singapore
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Regards,
Cho Cho Myint
Managing Director
From Singapore
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Let me give you a different point of view.
Initial Appointment Concerns
First, I think your company made a big mistake. They have appointed a fresher with no (or very little - 3 months) experience as a manager in a new function. It does not work. They should have given you an Assistant Manager position or a Management Trainee position, reporting to a manager (an open-minded one) and then upgraded your position as you work and achieve things. That way, the change would have come through an existing manager and a senior, and it would be accepted. By the time you get to an independent position, people would have known what you do and how.
Instead, the way they have done it, especially by giving the same salary to a fresher as to people with 5-7 years of experience, you are doomed to face this kind of problem.
Clarification on Reporting Structure
You said you are an HR Manager. Then you said your manager is not supporting you. Who do you report to? There is a mismatch here. Is he actually your manager?
Further, you wrote that people are giving you instructions and asking you to follow them without using your brain. If you are the HR Manager and the only person in HR, how can someone instruct you? That makes no sense.
Understanding the Handover Process
How did you take a handover? Did you get an explanation of how things were done? For example, did you ask the person doing the salary to explain how they are doing it? Did they understand that you will either be doing it so their workload reduces or that you will help in some parts, which again reduces their workload? Or did you come across as someone who is a threat to their job - that they have no work now that you are going to do that part?
Strategies to Overcome Challenges
Now that you have already landed in the mess, you need to work around it. (Quitting is not advisable; how do you know you will not have the same problem next time?)
1. There is a positive response from 400 workers and external persons you are interacting with. Use that positivity and focus on it. Interact more with them and less with the negatives around you.
2. Continue doing the things you had started. Newsletter, notice board, participate in the fundays, etc. How do you know no one is reading the newsletter? There are 400 workers (as you said), are you sure they didn't read it or are not missing it? Even if no one reads or appreciates it, why stop?
3. Reports that you generate and send to your director and to concerned managers, definitely continue. It is independent of the rest of the things. That is a basic part of your job. Over time, people will read and use the data (ensure you are accurate, or else you will be in trouble).
4. It does not matter if a certain section (commercial team) does not accept you. They didn't give you the job. And they are not the ones who need you. You were recruited not for the small commercial team but the whole company, which includes (as you said) 400 workers who need and appreciate you.
On the rest, everyone has given a lot of advice. You can make your own decisions from them.
Regards
From India, Mumbai
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Initial Appointment Concerns
First, I think your company made a big mistake. They have appointed a fresher with no (or very little - 3 months) experience as a manager in a new function. It does not work. They should have given you an Assistant Manager position or a Management Trainee position, reporting to a manager (an open-minded one) and then upgraded your position as you work and achieve things. That way, the change would have come through an existing manager and a senior, and it would be accepted. By the time you get to an independent position, people would have known what you do and how.
Instead, the way they have done it, especially by giving the same salary to a fresher as to people with 5-7 years of experience, you are doomed to face this kind of problem.
Clarification on Reporting Structure
You said you are an HR Manager. Then you said your manager is not supporting you. Who do you report to? There is a mismatch here. Is he actually your manager?
Further, you wrote that people are giving you instructions and asking you to follow them without using your brain. If you are the HR Manager and the only person in HR, how can someone instruct you? That makes no sense.
Understanding the Handover Process
How did you take a handover? Did you get an explanation of how things were done? For example, did you ask the person doing the salary to explain how they are doing it? Did they understand that you will either be doing it so their workload reduces or that you will help in some parts, which again reduces their workload? Or did you come across as someone who is a threat to their job - that they have no work now that you are going to do that part?
Strategies to Overcome Challenges
Now that you have already landed in the mess, you need to work around it. (Quitting is not advisable; how do you know you will not have the same problem next time?)
1. There is a positive response from 400 workers and external persons you are interacting with. Use that positivity and focus on it. Interact more with them and less with the negatives around you.
2. Continue doing the things you had started. Newsletter, notice board, participate in the fundays, etc. How do you know no one is reading the newsletter? There are 400 workers (as you said), are you sure they didn't read it or are not missing it? Even if no one reads or appreciates it, why stop?
3. Reports that you generate and send to your director and to concerned managers, definitely continue. It is independent of the rest of the things. That is a basic part of your job. Over time, people will read and use the data (ensure you are accurate, or else you will be in trouble).
4. It does not matter if a certain section (commercial team) does not accept you. They didn't give you the job. And they are not the ones who need you. You were recruited not for the small commercial team but the whole company, which includes (as you said) 400 workers who need and appreciate you.
On the rest, everyone has given a lot of advice. You can make your own decisions from them.
Regards
From India, Mumbai
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This is very common. I have faced many such situations, but my advice to you is to wait for a good turning point. Leaving a job will always torture you in the future, and what are you going to tell your future employer? If you have support from the director, then he also knows how difficult your job role is. He wants you to take responsibilities to make such changes that he wants.
Like Sreenivasan wrote, nobody likes change, but people talk a lot about it. When it comes to execution, nobody wants to contribute. Born discipline is a very expensive gift, so do not expect it from cheap people.
Make sure you are really honest with your work and get guidance from the Director. Time is the only solution to solve this problem.
Thanks,
Milind
Manager - HR
From India, Pune
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Like Sreenivasan wrote, nobody likes change, but people talk a lot about it. When it comes to execution, nobody wants to contribute. Born discipline is a very expensive gift, so do not expect it from cheap people.
Make sure you are really honest with your work and get guidance from the Director. Time is the only solution to solve this problem.
Thanks,
Milind
Manager - HR
From India, Pune
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I totally agree with Sreenivasan. You should not give up. Fight until you succeed. Find a small team and try to be friendly with them. Slowly try to implement your ideas. Before you implement, discuss with your team. Don't get frustrated; be calm and cool, and take everything positively. Listen to all. Try to understand each department's functions and get involved. Probably, you will get your time one day.
"Who is a master of patience is master of everything else."
With best regards,
Shashikanth.
From India, Bangalore
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"Who is a master of patience is master of everything else."
With best regards,
Shashikanth.
From India, Bangalore
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Thanks for the good suggestions! I would like to tell you that I am a fresher with only 2 months of experience in the post of HR Manager, but I have a total of 3.6 years of experience. As Milind mentioned, all staff members are talking about change, but when it comes to execution, nobody wants to contribute. At that time, I am the only one who used to fight.
In the hierarchy, we have our Managing Director, then General Manager, then Commercial Head, and then me. I have to report to the Commercial Head, who is senior to me. He never gives me any work or guidance that I need. When I joined here, my KRAs were not defined. So, I had a meeting with all of them stating the things I should do and want to do, such as recruitment, compensation, training, performance appraisal, etc.
For example, I sent an email multiple times asking for everyone's birthday and anniversary dates for celebration, but no one replied. Despite that, whenever I came in and knew about birthdays, I alone made all the arrangements for celebration. In the end, it turned out well, but the Commercial Head started shouting that we can't afford cakes and decorations because they make the walls dirty.
There are so many daily troubles like being told to put heavy safety iron boards in the company campus, which they said is related to HR only. They started giving me all these odd tasks. I took the help of a security guard as everyone else claimed to be busy. If the housekeeping lady was occupied and couldn't provide water within 5 minutes, they would shout at me. When I asked for an MIS sheet, they were unwilling to give it, and the Production Head provided it. If I inquired about the attendance sheet, they said it wasn't updated. They always claimed to be too busy to assist me. I made a checklist for the housekeeping lady and security guard, and they started shouting at me. Even the housekeeping ladies I changed were not willing to listen to me. I would give them instructions, and then my manager would tell them to do the opposite. Before doing anything, I used to discuss with my director and take his approval, but I don't understand what is happening.
Regarding my CTC, I believe I deserve it as my director told me directly that nobody else can work here like me, but he knows I can make everything fine here. He appointed me because he believes I have the courage. However, on a positive note, all workers called me for Friday fun today, singing some songs and sharing. All workers asked me to promise that I am not going to leave. They said I am the only person here who cares for them and works for them. For the first time, somebody has come to this company working solely for them. When I look at them, I feel like I must work for their development. But when I look at my profiles, I am losing relevant experience. They are still not ready to share their salary sheet with me. How much longer should I wait?
The General Manager is a smoker who always uses abusive language and has a lot of attitude. They are not open to listening to my ideas. When I started working on parking management, I had a big fight with all the staff members. The same happened when I started with housekeeping and employee reference scheme. Considering all this, I am unsure how much I should pay to see that salary sheet and other reports to start performance appraisals.
Please review and let me know if any further corrections are needed.
Regards
From India, Indore
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In the hierarchy, we have our Managing Director, then General Manager, then Commercial Head, and then me. I have to report to the Commercial Head, who is senior to me. He never gives me any work or guidance that I need. When I joined here, my KRAs were not defined. So, I had a meeting with all of them stating the things I should do and want to do, such as recruitment, compensation, training, performance appraisal, etc.
For example, I sent an email multiple times asking for everyone's birthday and anniversary dates for celebration, but no one replied. Despite that, whenever I came in and knew about birthdays, I alone made all the arrangements for celebration. In the end, it turned out well, but the Commercial Head started shouting that we can't afford cakes and decorations because they make the walls dirty.
There are so many daily troubles like being told to put heavy safety iron boards in the company campus, which they said is related to HR only. They started giving me all these odd tasks. I took the help of a security guard as everyone else claimed to be busy. If the housekeeping lady was occupied and couldn't provide water within 5 minutes, they would shout at me. When I asked for an MIS sheet, they were unwilling to give it, and the Production Head provided it. If I inquired about the attendance sheet, they said it wasn't updated. They always claimed to be too busy to assist me. I made a checklist for the housekeeping lady and security guard, and they started shouting at me. Even the housekeeping ladies I changed were not willing to listen to me. I would give them instructions, and then my manager would tell them to do the opposite. Before doing anything, I used to discuss with my director and take his approval, but I don't understand what is happening.
Regarding my CTC, I believe I deserve it as my director told me directly that nobody else can work here like me, but he knows I can make everything fine here. He appointed me because he believes I have the courage. However, on a positive note, all workers called me for Friday fun today, singing some songs and sharing. All workers asked me to promise that I am not going to leave. They said I am the only person here who cares for them and works for them. For the first time, somebody has come to this company working solely for them. When I look at them, I feel like I must work for their development. But when I look at my profiles, I am losing relevant experience. They are still not ready to share their salary sheet with me. How much longer should I wait?
The General Manager is a smoker who always uses abusive language and has a lot of attitude. They are not open to listening to my ideas. When I started working on parking management, I had a big fight with all the staff members. The same happened when I started with housekeeping and employee reference scheme. Considering all this, I am unsure how much I should pay to see that salary sheet and other reports to start performance appraisals.
Please review and let me know if any further corrections are needed.
Regards
From India, Indore
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This is Sravanthi. I, too, was very new to the position of HR when I joined. I faced the same problem as you, but with time, my problems were slowly solved. I understand your situation may be very challenging, but even though you are trying to do something for the organization, I appreciate your efforts. Don't lose your courage.
Advice for New HR Professionals
Now, coming to your points, as you are new to your position, you are very excited to do something right. Whatever you are thinking, my suggestion to you is to take some time after all these incidents. Sometimes, time will show you the solution. Please have patience. HR professionals should have patience. As you mentioned, all your superiors are older, they may not easily accept or be convinced by new ideas because sometimes age hinders acceptance of new things. Therefore, be very friendly with your colleagues as well as with your superiors. Firstly, understand their intentions, try to understand how they listen, and communicate with them in a way that resonates with them individually. Everyone has different thoughts, so make sure to convey your ideas in a way that they can comprehend.
Moreover, as you mentioned, all others are male, and male domination may be prevalent. Everyone may question why they should listen to a woman like you. Don't let this stress you out; think logically from their perspective. They may see you as their opponent now, so try to gradually bring them around to your side. For some issues, time is the best remedy and solution.
According to the present situation, my best suggestion is to set aside your ideas for a few days, listen to them, and act according to their directives. This approach may help in convincing them gradually. Implement your ideas one by one, ensuring everyone is on board. You mentioned only the director supports you, but why not the others? The director may see the company as his own, while others may consider themselves merely employees working for a paycheck. It might not be easy for the director to take action against those who have been working with him for five years. Stay courageous and consider why they are against you, not why they are not supporting you. They may feel intimidated by your competence, so show them respect and obedience. Tell them, "I am less experienced; you have much more experience than me. I have a lot to learn from you." This approach may bring about positive changes.
If you have any doubts, feel free to ask me.
From India, Hyderabad
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Advice for New HR Professionals
Now, coming to your points, as you are new to your position, you are very excited to do something right. Whatever you are thinking, my suggestion to you is to take some time after all these incidents. Sometimes, time will show you the solution. Please have patience. HR professionals should have patience. As you mentioned, all your superiors are older, they may not easily accept or be convinced by new ideas because sometimes age hinders acceptance of new things. Therefore, be very friendly with your colleagues as well as with your superiors. Firstly, understand their intentions, try to understand how they listen, and communicate with them in a way that resonates with them individually. Everyone has different thoughts, so make sure to convey your ideas in a way that they can comprehend.
Moreover, as you mentioned, all others are male, and male domination may be prevalent. Everyone may question why they should listen to a woman like you. Don't let this stress you out; think logically from their perspective. They may see you as their opponent now, so try to gradually bring them around to your side. For some issues, time is the best remedy and solution.
According to the present situation, my best suggestion is to set aside your ideas for a few days, listen to them, and act according to their directives. This approach may help in convincing them gradually. Implement your ideas one by one, ensuring everyone is on board. You mentioned only the director supports you, but why not the others? The director may see the company as his own, while others may consider themselves merely employees working for a paycheck. It might not be easy for the director to take action against those who have been working with him for five years. Stay courageous and consider why they are against you, not why they are not supporting you. They may feel intimidated by your competence, so show them respect and obedience. Tell them, "I am less experienced; you have much more experience than me. I have a lot to learn from you." This approach may bring about positive changes.
If you have any doubts, feel free to ask me.
From India, Hyderabad
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I read the chain of letters today only, and from all your comments, I think I got a clear picture. First of all, I am not an HR person, so my opinion will be completely different.
Understanding the Organization's Culture
As per my understanding, you tried to do something in the organization which they have not heard of till now. All your fun day activities, newsletters, etc., were all the baggage you carried from your IT company. Please understand that most manufacturing companies, especially family startups, view the HR function as the old Personal Manager concept. For the managers working in these types of organizations, these activities are seen as a waste of time, energy, and valuable company time that could have been used to increase production.
Adapting Your HR Approach
Try to change your style of working starting from recruitment, attendance, welfare, separation, and then the fun-filled activities. Whatever you do for employee satisfaction and enjoyment in the workplace, they may try to put a spanner in the works. It will take a little time to gain their confidence in you. Don't think that they are not supporting you; first understand they have not done these things in their entire career and automatically take it as a waste of time. Reduce your frequency of activities and then mostly concentrate on the paperwork, which I feel you are shirking now.
Leveraging Your Education
You are an MBA, and as part of the curriculum, you have studied change management; go back to your lessons and reread them. Then you will understand where you have gone wrong.
Patience and Persistence
First, understand one thing. No manager's seat is cozy and comfortable. We all put dog ears to sit in this seat comfortably. Be patient; time will tell you where you have gone wrong.
Regards,
Krishna
From India, Panaji
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Understanding the Organization's Culture
As per my understanding, you tried to do something in the organization which they have not heard of till now. All your fun day activities, newsletters, etc., were all the baggage you carried from your IT company. Please understand that most manufacturing companies, especially family startups, view the HR function as the old Personal Manager concept. For the managers working in these types of organizations, these activities are seen as a waste of time, energy, and valuable company time that could have been used to increase production.
Adapting Your HR Approach
Try to change your style of working starting from recruitment, attendance, welfare, separation, and then the fun-filled activities. Whatever you do for employee satisfaction and enjoyment in the workplace, they may try to put a spanner in the works. It will take a little time to gain their confidence in you. Don't think that they are not supporting you; first understand they have not done these things in their entire career and automatically take it as a waste of time. Reduce your frequency of activities and then mostly concentrate on the paperwork, which I feel you are shirking now.
Leveraging Your Education
You are an MBA, and as part of the curriculum, you have studied change management; go back to your lessons and reread them. Then you will understand where you have gone wrong.
Patience and Persistence
First, understand one thing. No manager's seat is cozy and comfortable. We all put dog ears to sit in this seat comfortably. Be patient; time will tell you where you have gone wrong.
Regards,
Krishna
From India, Panaji
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Good news! Today, I had a meeting with my director. He asked me something, and I told him directly that I am only doing what he assigned; otherwise, I don't have work to do. I shared all my thoughts. Finally, he said he was very sorry that all this happened to me. He already knew it might happen in the future, but he wasn't fully aware. He assured me of his support, stating that he didn't want to lose a valuable employee like me. He credited me for the recent changes, especially the setup of the new canteen and managing credits. He encouraged me not to doubt my performance and promised to assist me starting from tomorrow with all tasks. He asked me about basic HR activities like performance appraisals, setting KRA's, organizing trainings, and more. He expressed determination to address why certain HR functions were not being carried out and to establish necessary HR concepts in our manufacturing plant.
We agreed to work together to make it happen. I hope to finally define my role, implement new ideas, and gain clarity on where to focus in HR. I seek your brilliant ideas to excel and manage effectively. Your support and insights have been invaluable in identifying areas for improvement.
My boss has acknowledged all issues and committed to a fresh start. He mentioned the challenge of introducing new practices to an experienced staff.
Mr. Raju: Please send me these formats to [Email Removed For Privacy Reasons] or my personal email [Email Removed For Privacy Reasons], [Email Removed For Privacy Reasons].
Kindly send these formats soon so I can begin updating them tomorrow. It's a new venture for me, and I appreciate your assistance.
Thank you very much! Please continue to guide me on the right path as I move forward.
From India, Indore
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We agreed to work together to make it happen. I hope to finally define my role, implement new ideas, and gain clarity on where to focus in HR. I seek your brilliant ideas to excel and manage effectively. Your support and insights have been invaluable in identifying areas for improvement.
My boss has acknowledged all issues and committed to a fresh start. He mentioned the challenge of introducing new practices to an experienced staff.
Mr. Raju: Please send me these formats to [Email Removed For Privacy Reasons] or my personal email [Email Removed For Privacy Reasons], [Email Removed For Privacy Reasons].
Kindly send these formats soon so I can begin updating them tomorrow. It's a new venture for me, and I appreciate your assistance.
Thank you very much! Please continue to guide me on the right path as I move forward.
From India, Indore
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HR KRAs - 2007 (Final1).xls