Dear Colleagues,
Our company is a promoter-driven organization shaping into professionalism gradually. The organization's growth rate is more than 40% every year. It is one of the most aspiring organizations in East India.
In the last year, we have developed a professional HR team comprising of VP HR, AGM HR, Sr. Manager HR, Asst. Manager Payroll, and Executive Admin.
In this organization, a few people enjoy certain privileges that need to be stopped immediately to strengthen HR practices. These individuals share very good relations with the promoters, and whatever they say to the management, it is believed.
Recently, I have noticed that they have begun to complain about me, stating that I am not communicating with them properly and that my behavior is not good. As I oversee the compliance of discipline, implement HR practices, and put policies in place as the Senior Manager HR, I find it challenging to keep everyone satisfied while the complaints against me continue to increase.
I have heard that the management has decided not to continue with me and wants me to leave the job.
I am seeking your advice on what to do next. While I can secure an alternate job, I am ethically hesitant to leave this organization, particularly during this shaping phase.
Kindly provide your opinion.
From India, Calcutta
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1Our company is a promoter-driven organization shaping into professionalism gradually. The organization's growth rate is more than 40% every year. It is one of the most aspiring organizations in East India.
In the last year, we have developed a professional HR team comprising of VP HR, AGM HR, Sr. Manager HR, Asst. Manager Payroll, and Executive Admin.
In this organization, a few people enjoy certain privileges that need to be stopped immediately to strengthen HR practices. These individuals share very good relations with the promoters, and whatever they say to the management, it is believed.
Recently, I have noticed that they have begun to complain about me, stating that I am not communicating with them properly and that my behavior is not good. As I oversee the compliance of discipline, implement HR practices, and put policies in place as the Senior Manager HR, I find it challenging to keep everyone satisfied while the complaints against me continue to increase.
I have heard that the management has decided not to continue with me and wants me to leave the job.
I am seeking your advice on what to do next. While I can secure an alternate job, I am ethically hesitant to leave this organization, particularly during this shaping phase.
Kindly provide your opinion.
From India, Calcutta
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Dear Mr. Banerjee,
If the company is asking you to leave the organization, then there is no point in staying or wishing to work with such a company that could be harmful to you in the long term. This is one aspect. However, as you honestly suggested, in this emerging period of the company, we would like you to contribute your best towards its success, which is noble thinking. If you strongly feel that you are right and that some people are not benefiting from the new policies being created, resulting in them creating a nuisance against you to preserve their ego, then immediately make it clear to your management in writing. Explain briefly how the company is going to profit from this. Also, mention that this policy is going to help the major population of the company instead of just the upper management cadre.
Prepare a report, schedule a meeting, present your plan and projections for the company. Be bold while dealing with them. If your management still refuses to listen to your views, then in my point of view, it's better to move on.
Regards,
Mona
From India, Mumbai
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If the company is asking you to leave the organization, then there is no point in staying or wishing to work with such a company that could be harmful to you in the long term. This is one aspect. However, as you honestly suggested, in this emerging period of the company, we would like you to contribute your best towards its success, which is noble thinking. If you strongly feel that you are right and that some people are not benefiting from the new policies being created, resulting in them creating a nuisance against you to preserve their ego, then immediately make it clear to your management in writing. Explain briefly how the company is going to profit from this. Also, mention that this policy is going to help the major population of the company instead of just the upper management cadre.
Prepare a report, schedule a meeting, present your plan and projections for the company. Be bold while dealing with them. If your management still refuses to listen to your views, then in my point of view, it's better to move on.
Regards,
Mona
From India, Mumbai
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Hello,
Despite all talk of LPG (Liberalization, Privatization, and Globalization), the professionalism in our country is more suspect than real, and more so in ownership-dominated/controlled/managed organizations. This is a rather bold generalization, but the fact is, in our culture "individuals" matter ("who" becomes more important than "why") and the closer you are to the power center, the more effective you are.
HR has to navigate this environment and add value that owners can see and feel. This may take a long time and could be quite stressful. But then, whoever said that HR is a "bed of roses."
HR credibility rests on facts, objectivity, competence, communication, and on value sanctification in the organizational environment. This is not a quick fix.
It seems you have landed in the organization at an initial stage of establishing an HR culture. You have to be patient, proactive, communicative, and demonstrate HR's commitment to the welfare and development of the members of the organization.
I would suggest that you prepare a timetable for HR functions to be established, discuss with the boss (owner) and the power lobbyists, and make them a party to the Plan of Action. Let it appear as their ideas that you are implementing. Ensure that you generate no threat perceptions and keep sending out a consistently approachable and service-oriented orientation.
When you earn acceptability in the hearts and minds of the members of the organization, from the owners to employees, your task will be relatively simpler.
The task before you is challenging, not simple, and unless you work on a well-thought-out concept, strategy, and follow up with appropriate actions, the task will become more difficult.
If you need more help, please raise your queries without any reservation.
Regards,
Samvedan
July 31, 2008
From India, Pune
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Despite all talk of LPG (Liberalization, Privatization, and Globalization), the professionalism in our country is more suspect than real, and more so in ownership-dominated/controlled/managed organizations. This is a rather bold generalization, but the fact is, in our culture "individuals" matter ("who" becomes more important than "why") and the closer you are to the power center, the more effective you are.
HR has to navigate this environment and add value that owners can see and feel. This may take a long time and could be quite stressful. But then, whoever said that HR is a "bed of roses."
HR credibility rests on facts, objectivity, competence, communication, and on value sanctification in the organizational environment. This is not a quick fix.
It seems you have landed in the organization at an initial stage of establishing an HR culture. You have to be patient, proactive, communicative, and demonstrate HR's commitment to the welfare and development of the members of the organization.
I would suggest that you prepare a timetable for HR functions to be established, discuss with the boss (owner) and the power lobbyists, and make them a party to the Plan of Action. Let it appear as their ideas that you are implementing. Ensure that you generate no threat perceptions and keep sending out a consistently approachable and service-oriented orientation.
When you earn acceptability in the hearts and minds of the members of the organization, from the owners to employees, your task will be relatively simpler.
The task before you is challenging, not simple, and unless you work on a well-thought-out concept, strategy, and follow up with appropriate actions, the task will become more difficult.
If you need more help, please raise your queries without any reservation.
Regards,
Samvedan
July 31, 2008
From India, Pune
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