Dear Seniors, I'm an HR professional at a group company, and in one branch, the Operations Head always plays politics. One of our companies needs people in web hosting and web services. The Operations Head has planned for her daughter, who completed a BSc in Microbiology, to learn .NET and PHP to enter this company. We don't know how useful that candidate will be and if she will also engage in the same politics. They are friends of the CEO, and they are targeting me so that I make a mistake and they can corner me. The Operations Head will compromise her character to achieve anything. With such a character, as an HR, how should I handle this problem? Please help me.
From India, Visakhapatnam
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From India, Visakhapatnam
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I would not recommend running away from challenging situations. However, if your valuable time is being wasted and you are experiencing unnecessary stress, you might consider saying goodbye to your current employer. The choice is yours.
Handling the Situation if You Decide to Stay
If you have decided to stay with your current organization, you can conduct an interview with the Operations Head's daughter. Ask some technical questions and fairly assess her suitability for the position based on your selection criteria. You could also recommend a no-relative or close-blood hiring policy to the CEO.
Communicating with the CEO
Share your feelings with your CEO in a one-on-one meeting. Do not complain, but clearly present your views, including the pros and cons of the situation. If the CEO still decides to proceed with the hire, there may not be much you can do.
Regards,
BrainLight HR Solutions
From India, Mumbai
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18Handling the Situation if You Decide to Stay
If you have decided to stay with your current organization, you can conduct an interview with the Operations Head's daughter. Ask some technical questions and fairly assess her suitability for the position based on your selection criteria. You could also recommend a no-relative or close-blood hiring policy to the CEO.
Communicating with the CEO
Share your feelings with your CEO in a one-on-one meeting. Do not complain, but clearly present your views, including the pros and cons of the situation. If the CEO still decides to proceed with the hire, there may not be much you can do.
Regards,
BrainLight HR Solutions
From India, Mumbai
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Adhering to HR Policies
Whatever the case may be, HR must adhere strictly to the policies. When a person is not qualified for a specific job, there is no point in considering them for the appointment. However, in some cases, there may be recommendations for a position. In such instances, it should be made explicitly clear that the individual is not qualified or experienced, and it may be suggested that the person be taken on as a trainee. This recommendation should be provided in writing, and if the management insists, they can proceed with the appointment. By doing so, you have fulfilled your responsibilities, and that should bring satisfaction.
From India, Madras
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Whatever the case may be, HR must adhere strictly to the policies. When a person is not qualified for a specific job, there is no point in considering them for the appointment. However, in some cases, there may be recommendations for a position. In such instances, it should be made explicitly clear that the individual is not qualified or experienced, and it may be suggested that the person be taken on as a trainee. This recommendation should be provided in writing, and if the management insists, they can proceed with the appointment. By doing so, you have fulfilled your responsibilities, and that should bring satisfaction.
From India, Madras
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Adhering to HR Policies
Whatever the case may be, HR must adhere strictly to the policies. When a person is not qualified for a particular job, there is no point in considering them for the appointment. However, in some cases, there may be recommendations for a post. In such cases, it is essential to clearly state that the individual is not qualified or experienced and suggest that they may be taken on as a trainee. Provide this information in writing, and if the management is insistent, they can proceed with the appointment. By doing so, you have fulfilled your responsibility, and that should bring satisfaction.
Strategic Decision-Making
Clear and concise answers are crucial. Additionally, consider whether it is worth your time and effort. If the answer is no, it may be wise to pursue a different opportunity. Your time, energy, and intelligence are limited resources, and being strategic in choosing your battles is key.
From India, Delhi
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Whatever the case may be, HR must adhere strictly to the policies. When a person is not qualified for a particular job, there is no point in considering them for the appointment. However, in some cases, there may be recommendations for a post. In such cases, it is essential to clearly state that the individual is not qualified or experienced and suggest that they may be taken on as a trainee. Provide this information in writing, and if the management is insistent, they can proceed with the appointment. By doing so, you have fulfilled your responsibility, and that should bring satisfaction.
Strategic Decision-Making
Clear and concise answers are crucial. Additionally, consider whether it is worth your time and effort. If the answer is no, it may be wise to pursue a different opportunity. Your time, energy, and intelligence are limited resources, and being strategic in choosing your battles is key.
From India, Delhi
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