Greetings everyone. I am working as an HR Head with a glass company. I have worked in the IT sector previously. This is new for me, so I want to ask a question: Is the production manager superior to HR or not? Kindly share your thoughts to help me navigate this situation.
Regards.
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Regards.
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Hi there,
Reporting Structure for Department Heads
Being heads of two different departments, the Production Manager and HR Head are peers. Both work for the growth of the organization. Administratively, you both should be reporting to the CEO/President of the company. However, the reporting system differs from organization to organization.
Determining Superiority
The question of who is superior depends on your management. Normally, management assigns some seniors as Location In-Charge based on seniority, age, and experience. In general, in most companies, the Operations/Production Department Head is given more priority as the revenue for the company depends on their work, but this is not necessarily the same in all organizations.
From India, Madras
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1015Reporting Structure for Department Heads
Being heads of two different departments, the Production Manager and HR Head are peers. Both work for the growth of the organization. Administratively, you both should be reporting to the CEO/President of the company. However, the reporting system differs from organization to organization.
Determining Superiority
The question of who is superior depends on your management. Normally, management assigns some seniors as Location In-Charge based on seniority, age, and experience. In general, in most companies, the Operations/Production Department Head is given more priority as the revenue for the company depends on their work, but this is not necessarily the same in all organizations.
From India, Madras
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Hi, in some companies, the Head of HR Reporting Structure
The Head of HR will report to the Operations Head or Production Manager. Surely, management will have more favor with Production Heads. It is suggested to go through his file and understand his role and responsibilities. It's better if you start developing a good cordial relationship with him; thereby, your ego barriers will wash out. You will work together as a team for the company's work.
From India, Bengaluru
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The Head of HR will report to the Operations Head or Production Manager. Surely, management will have more favor with Production Heads. It is suggested to go through his file and understand his role and responsibilities. It's better if you start developing a good cordial relationship with him; thereby, your ego barriers will wash out. You will work together as a team for the company's work.
From India, Bengaluru
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This type of question keeps arising in almost all establishments, no matter how big or small they may be. As an HR Head, you understand the hierarchy of your company, who reports to whom. Much will depend on your cadres, salary, levels/grades, etc. You are in two different cadres. One should not develop a mindset of who is superior or inferior. It's important that HR maintains a good working relationship on a day-to-day basis.
There may be occasions where there is a conflict between colleagues working in different streams, mainly egoistic, like "I'm superior, senior," etc. Especially HR sometimes carries a grudge against others and tries to do whatever is possible to bring disrepute to the other, putting spokes in their career path, spoiling their chances, etc., misusing a free approach with the CEO, COO, etc. HR should keep in mind a basic thing: they are in support services to the production team and should do everything possible to maintain a cool, cordial relationship with others. No production, no revenue, no pay, no company can exist. Some may even threaten with dire consequences. That approach is not good for the organization. An affronted HR team is never desired.
From India, Bangalore
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There may be occasions where there is a conflict between colleagues working in different streams, mainly egoistic, like "I'm superior, senior," etc. Especially HR sometimes carries a grudge against others and tries to do whatever is possible to bring disrepute to the other, putting spokes in their career path, spoiling their chances, etc., misusing a free approach with the CEO, COO, etc. HR should keep in mind a basic thing: they are in support services to the production team and should do everything possible to maintain a cool, cordial relationship with others. No production, no revenue, no pay, no company can exist. Some may even threaten with dire consequences. That approach is not good for the organization. An affronted HR team is never desired.
From India, Bangalore
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Hey, I understood your question and also saw the replies of other members of the group. I also want to say something of my own. This is not meant to taunt anyone.
Who is senior?
The question was only about who is senior and not about the HR head ending someone's career or creating hurdles in someone's path. If the manager or head level of both (for Production & HR Department) is the same, then in that condition, the HR head will always be senior.
Understanding the roles
To understand this, some facts should be considered. If a factory is set up somewhere, then the HR head plays an important role in its journey from the ground foundation to its production process and from production running to its layoff. The production manager is also senior, but his work is limited only to increasing and managing the production. He is not effectively responsible for influencing or changing the working system of other related departments of a factory.
An HR head can appoint a production manager, while a production manager cannot even appoint or interview an HR head. The HR head has the power to make policies for the production department as well as other departments of the factory, while the production manager can only give suggestions for his department or can only demand better policies for his department.
Authority and responsibilities
The HR head treats the production manager like any other employee and provides him with all his important documents as per his requirement, such as increment/appointment/experience letter/leave benefits, and other compensation. While a production manager cannot do this. An HR head can issue a show-cause notice to the production manager for his mistake, but only his senior like CEO/Director/MD can write a letter to the HR head.
A lot of work/tasks/examples exist to prove that the HR Head is senior. But remember, all seniors have a right to getting respect.
(Note: If it happens in any company that a production manager is taking an interview of an HR head and treats the HR head as nothing, then understand that the company has strayed from its basic principles and is running just like a shop by ignoring the norms. In such a place, rules and regulations are not practical; they are only on the books.)
BR Naval
From India, Bangalore
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Who is senior?
The question was only about who is senior and not about the HR head ending someone's career or creating hurdles in someone's path. If the manager or head level of both (for Production & HR Department) is the same, then in that condition, the HR head will always be senior.
Understanding the roles
To understand this, some facts should be considered. If a factory is set up somewhere, then the HR head plays an important role in its journey from the ground foundation to its production process and from production running to its layoff. The production manager is also senior, but his work is limited only to increasing and managing the production. He is not effectively responsible for influencing or changing the working system of other related departments of a factory.
An HR head can appoint a production manager, while a production manager cannot even appoint or interview an HR head. The HR head has the power to make policies for the production department as well as other departments of the factory, while the production manager can only give suggestions for his department or can only demand better policies for his department.
Authority and responsibilities
The HR head treats the production manager like any other employee and provides him with all his important documents as per his requirement, such as increment/appointment/experience letter/leave benefits, and other compensation. While a production manager cannot do this. An HR head can issue a show-cause notice to the production manager for his mistake, but only his senior like CEO/Director/MD can write a letter to the HR head.
A lot of work/tasks/examples exist to prove that the HR Head is senior. But remember, all seniors have a right to getting respect.
(Note: If it happens in any company that a production manager is taking an interview of an HR head and treats the HR head as nothing, then understand that the company has strayed from its basic principles and is running just like a shop by ignoring the norms. In such a place, rules and regulations are not practical; they are only on the books.)
BR Naval
From India, Bangalore
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Roles and Responsibilities in an Organization
The HR Head is administratively responsible for the entire establishment, whereas the Production Manager is only limited to the production department. The cadre determines seniority. The scenario changes if the Production Manager is also acting as the Factory Manager, in which case the Head of HR becomes a subordinate. In an organization, clashes of ego and issues of superiority indicate a sick mindset.
It is challenging to provide specific advice without knowledge of your company's setup and organizational chart.
From India, Mumbai
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The HR Head is administratively responsible for the entire establishment, whereas the Production Manager is only limited to the production department. The cadre determines seniority. The scenario changes if the Production Manager is also acting as the Factory Manager, in which case the Head of HR becomes a subordinate. In an organization, clashes of ego and issues of superiority indicate a sick mindset.
It is challenging to provide specific advice without knowledge of your company's setup and organizational chart.
From India, Mumbai
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