Dear Seniors,
I am working in a software development company with a staff of 23 people as an HR executive. It was me who started the HR department 10 months ago. I have introduced many new processes and techniques related to HR in my company. I used to receive regular reviews of my work, and my boss was very happy with my performance. However, during my half-yearly review recently, my MD informed me that my work was only satisfactory, and I received a 3 out of 5 on the rating scale. He mentioned that I do not take initiative and should be more proactive.
In response to this feedback, I initiated various CSR activities, improved joining procedures, enhanced the recruitment process, organized a team trip, recently arranged a Company Day event, and managed day-to-day HR and business-related activities, which were highly appreciated by most of my colleagues.
I also noticed that my colleagues, all in software development, received higher salary increments than me. I feel like I am being treated unfairly, as my role focuses on indirectly improving productivity rather than generating direct revenue. I am experiencing a sense of disappointment and a decreasing level of enthusiasm towards my job.
Please guide me on what steps I can take to be more proactive in my approach.
Thank you,
Swati
From India, New Delhi
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6I am working in a software development company with a staff of 23 people as an HR executive. It was me who started the HR department 10 months ago. I have introduced many new processes and techniques related to HR in my company. I used to receive regular reviews of my work, and my boss was very happy with my performance. However, during my half-yearly review recently, my MD informed me that my work was only satisfactory, and I received a 3 out of 5 on the rating scale. He mentioned that I do not take initiative and should be more proactive.
In response to this feedback, I initiated various CSR activities, improved joining procedures, enhanced the recruitment process, organized a team trip, recently arranged a Company Day event, and managed day-to-day HR and business-related activities, which were highly appreciated by most of my colleagues.
I also noticed that my colleagues, all in software development, received higher salary increments than me. I feel like I am being treated unfairly, as my role focuses on indirectly improving productivity rather than generating direct revenue. I am experiencing a sense of disappointment and a decreasing level of enthusiasm towards my job.
Please guide me on what steps I can take to be more proactive in my approach.
Thank you,
Swati
From India, New Delhi
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Dear Swati,
I assure you that yours is not an exceptional experience. In fact, it is usual with most private sector industries. Probably, what they mean by proactive is visibility. It is worthwhile to start with an agenda directly from the CEO and his key persons. If you may try again with a small survey of their expectations and start working on it. Maybe you need to repeat this exercise frequently.
I shall be keen to see your success. However, do not get disheartened since ours is a thankless job.
From India, Mumbai
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I assure you that yours is not an exceptional experience. In fact, it is usual with most private sector industries. Probably, what they mean by proactive is visibility. It is worthwhile to start with an agenda directly from the CEO and his key persons. If you may try again with a small survey of their expectations and start working on it. Maybe you need to repeat this exercise frequently.
I shall be keen to see your success. However, do not get disheartened since ours is a thankless job.
From India, Mumbai
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Swathi, This type of cheatings common in HR field, don’t upset. Forget everything, work hard. When times comes your great. Regards N.S. Bhanuprakasha
From India, Gurgaon
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From India, Gurgaon
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Hi Swati,
It takes a lot of hard work to start a process. Starting something new with a fresh approach is not an easy job. It is really commendable that you have handled such a responsibility with utmost effectiveness.
There may be many things that would be appreciated in the future, if not now. People and departments that bring in revenues and are main functions are always counted first. HR is a support function, which management believes is not as hard as other functions.
But as others have said, continue doing your good work. If your work is not appreciated, it will become a motivational factor for you to perform even better. In any case, your learnings will be enhanced, which would benefit you in the future.
If you need any assistance from me, I will be happy to provide it.
Moreover, if you feel you need an external consultant to enhance your company's resources, my company can help. We are a Delhi-based HR consulting and training firm by the name: MindShare HR Consultancy Private Ltd. We provide services to India and abroad.
Please visit our website: [MINDSHARE HR Consultancy Private Limited](http://www.mindsharehr.com) for more information. You may also contact us at the given numbers for more information or email me.
Regards,
Anuradha
Email: anuradha@mindsharehr.com
From India, Delhi
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It takes a lot of hard work to start a process. Starting something new with a fresh approach is not an easy job. It is really commendable that you have handled such a responsibility with utmost effectiveness.
There may be many things that would be appreciated in the future, if not now. People and departments that bring in revenues and are main functions are always counted first. HR is a support function, which management believes is not as hard as other functions.
But as others have said, continue doing your good work. If your work is not appreciated, it will become a motivational factor for you to perform even better. In any case, your learnings will be enhanced, which would benefit you in the future.
If you need any assistance from me, I will be happy to provide it.
Moreover, if you feel you need an external consultant to enhance your company's resources, my company can help. We are a Delhi-based HR consulting and training firm by the name: MindShare HR Consultancy Private Ltd. We provide services to India and abroad.
Please visit our website: [MINDSHARE HR Consultancy Private Limited](http://www.mindsharehr.com) for more information. You may also contact us at the given numbers for more information or email me.
Regards,
Anuradha
Email: anuradha@mindsharehr.com
From India, Delhi
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Dear Swati,
Let me tell you one thing, please don't get depressed with what you got now! Because you know what? The appraisal system is very different from what we learned from our MBA. It's merely biased, and I would say it just follows the quota system, and they play with that. Swati, let me give you an idea. What you have done so far was noteworthy because being an HR generalist, I know how I struggle to get approval to execute a task. Keep in mind, whatever you do, bring in the key people of your organization and make an impact so that everyone knows you, and everyone should wait for you with anxiety, what is next from you? I suggest organizing a communication meeting such that the Managing Director or the top-notch person of your organization addresses all your executives, and make sure the meeting is a kind of informal discussion.
Swati, apart from all these, I believe one should have self-efficacy, which will not let us down, I am sure. If you do not get recognized here, wait for a good opening and move on, which is a very practical decision! Work smart and keep rocking.
From India, Mangaluru
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Let me tell you one thing, please don't get depressed with what you got now! Because you know what? The appraisal system is very different from what we learned from our MBA. It's merely biased, and I would say it just follows the quota system, and they play with that. Swati, let me give you an idea. What you have done so far was noteworthy because being an HR generalist, I know how I struggle to get approval to execute a task. Keep in mind, whatever you do, bring in the key people of your organization and make an impact so that everyone knows you, and everyone should wait for you with anxiety, what is next from you? I suggest organizing a communication meeting such that the Managing Director or the top-notch person of your organization addresses all your executives, and make sure the meeting is a kind of informal discussion.
Swati, apart from all these, I believe one should have self-efficacy, which will not let us down, I am sure. If you do not get recognized here, wait for a good opening and move on, which is a very practical decision! Work smart and keep rocking.
From India, Mangaluru
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Hi Swathi,
When HR is delivered as operational functions, it does not add great value to the organization. Bring more strategic initiatives that are aligned with the organizational goals and complement the revenue. This paradigm shift will put your career on the fast track.
Regards,
Aravind S.
From India, Madras
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When HR is delivered as operational functions, it does not add great value to the organization. Bring more strategic initiatives that are aligned with the organizational goals and complement the revenue. This paradigm shift will put your career on the fast track.
Regards,
Aravind S.
From India, Madras
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Thank you, Chum and Anuradha.
@Chum: In the past 5 months, I have worked on communication and English speaking culture in my company. I have organized several presentation sessions, group discussions, and a 10-day training program where we brought in an external trainer. Additionally, every weekend, I arrange team-building and fun activities. Currently, I am actively involved in the communication program at my company, but my managing director does not recognize it because there hasn't been much change.
Please advise me on what steps I should take now to create a better workforce (enthusiastic team, fun-loving, great communication skills) in my office.
Thank you,
Swati
From India, New Delhi
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@Chum: In the past 5 months, I have worked on communication and English speaking culture in my company. I have organized several presentation sessions, group discussions, and a 10-day training program where we brought in an external trainer. Additionally, every weekend, I arrange team-building and fun activities. Currently, I am actively involved in the communication program at my company, but my managing director does not recognize it because there hasn't been much change.
Please advise me on what steps I should take now to create a better workforce (enthusiastic team, fun-loving, great communication skills) in my office.
Thank you,
Swati
From India, New Delhi
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Hi Swati,
Don't get disappointed by such behavior towards you. It's common in the HR field. We put all our efforts to make a better working environment. Maybe your ultimate boss wanted to see more results than you have shown you are capable of achieving. All the best to you, keep up the good work, and don't let morale down.
Lizy
From India, Pune
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Don't get disappointed by such behavior towards you. It's common in the HR field. We put all our efforts to make a better working environment. Maybe your ultimate boss wanted to see more results than you have shown you are capable of achieving. All the best to you, keep up the good work, and don't let morale down.
Lizy
From India, Pune
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Dear Swati,
Good that you have done a nice job for your people. Swati, I was talking about Communication Meeting, not a Communication Training program. A Communication Meeting is a type of meeting where lower management personnel have face-to-face interactions with top management individuals. It is a platform where your Managing Director would address queries from the team, listen to suggestions, ideas for process improvements, and any other related matters that could be discussed and implemented. Swati, keep in mind that this exercise will help in building a healthy relationship with senior management, where you will be the backbone of this activity.
Regarding your question about the communication training program, you mentioned the need for an enthusiastic team, fun-loving individuals, and those with great communication skills. I would recommend focusing on the first two aspects initially. You could introduce a concept called "Fun at work" within the 8-hour timeframe, exploring ways to alleviate job tension and pressure. "Fun at work" emphasizes working with ease and managing work pressure effectively. I can provide a presentation if needed.
Let me clarify, Swati, are you referring to communication in the English language or business communication? Remember, the smarter you plan, the wiser you execute! Keep rocking.
Best regards, [Your Name]
From India, Mangaluru
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Good that you have done a nice job for your people. Swati, I was talking about Communication Meeting, not a Communication Training program. A Communication Meeting is a type of meeting where lower management personnel have face-to-face interactions with top management individuals. It is a platform where your Managing Director would address queries from the team, listen to suggestions, ideas for process improvements, and any other related matters that could be discussed and implemented. Swati, keep in mind that this exercise will help in building a healthy relationship with senior management, where you will be the backbone of this activity.
Regarding your question about the communication training program, you mentioned the need for an enthusiastic team, fun-loving individuals, and those with great communication skills. I would recommend focusing on the first two aspects initially. You could introduce a concept called "Fun at work" within the 8-hour timeframe, exploring ways to alleviate job tension and pressure. "Fun at work" emphasizes working with ease and managing work pressure effectively. I can provide a presentation if needed.
Let me clarify, Swati, are you referring to communication in the English language or business communication? Remember, the smarter you plan, the wiser you execute! Keep rocking.
Best regards, [Your Name]
From India, Mangaluru
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Hi Chum,
I would like to get the presentation, and I was talking about both the communication. For good business communication, one has to be good in English communication first. We have most of our clients in the US; hence, this is the most critical and important factor in my company.
Can you guide me on this as well?
Thanks,
Swati
From India, New Delhi
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I would like to get the presentation, and I was talking about both the communication. For good business communication, one has to be good in English communication first. We have most of our clients in the US; hence, this is the most critical and important factor in my company.
Can you guide me on this as well?
Thanks,
Swati
From India, New Delhi
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Dear Swati,
For the last twenty years, I have been experiencing the same heat as you have faced. Our strength is our own satisfaction in serving the people and the organization - a strength. Our job is thankless - a weakness. Nobody feels that we play any role in the business organization. Non-creative and personally dissatisfied people are always around us - a threshold. Every year, you will have the same experience, but never give up and put your 100%. Your own satisfaction will lead you to a very high tier.
With best wishes,
Asitabha Sanyal
From India, Delhi
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For the last twenty years, I have been experiencing the same heat as you have faced. Our strength is our own satisfaction in serving the people and the organization - a strength. Our job is thankless - a weakness. Nobody feels that we play any role in the business organization. Non-creative and personally dissatisfied people are always around us - a threshold. Every year, you will have the same experience, but never give up and put your 100%. Your own satisfaction will lead you to a very high tier.
With best wishes,
Asitabha Sanyal
From India, Delhi
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Hi Swati,
I appreciate that you have done a really good job at your level. Even I had the same situation when I was working with my previous company. My Director used to do the same, since he doesn't know anything about HR and recruitment. Still, there are people in the industry and a couple of bosses with the same attitude since they are in HR.
Don't worry, be proactive, and try to implement HR activities that can bring more value to the organization. Ensure that these activities align with the company. Try to implement activities like employee engagement programs, Pulse surveys, employee referral programs, internal mobility, and employee retention policies.
Regards,
Sudhakar
From India, Mumbai
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I appreciate that you have done a really good job at your level. Even I had the same situation when I was working with my previous company. My Director used to do the same, since he doesn't know anything about HR and recruitment. Still, there are people in the industry and a couple of bosses with the same attitude since they are in HR.
Don't worry, be proactive, and try to implement HR activities that can bring more value to the organization. Ensure that these activities align with the company. Try to implement activities like employee engagement programs, Pulse surveys, employee referral programs, internal mobility, and employee retention policies.
Regards,
Sudhakar
From India, Mumbai
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hi everybody Kindly guide me regarding the following Bank A/c opening fomat for a new employee Motorcar '' I D Card etc Regards
From India, Calcutta
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From India, Calcutta
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Dear Swati,
Sure, I will send you the information. Please send a test email to
. Your response indicates that your team may need training in the English language, am I correct?
Swati, one positive aspect of your organization is the number of people, which I believe is only 23. Despite the small number, you can achieve great things. I suggest starting with a Teamwork module. Divide the team into smaller groups and ask them to prepare a one-hour presentation on any topic. Emphasize the importance of English language proficiency, dress code, body language, and teamwork (clarify that you or the judge will evaluate these aspects). Your role, Swati, would be to bring in top individuals from your organization to act as judges.
Additionally, you can promote an English-speaking culture through daily games. Allocate five toothpicks to each person and instruct them to converse only in English. If someone speaks in the local language, they must give a toothpick to the listener (for every conversation, a toothpick should be exchanged). At the end of the day, the person with the most toothpicks is the winner and can be rewarded with a small gift. This may seem simple, but it's challenging to maintain in everyday conversations. Swati, advise them not to be concerned about grammar initially; focus on fluency first, and grammar can be improved gradually. I have more games to share with you later.
Remember, never give up, no matter what! Keep rocking.
Best regards, [Your Name]
From India, Mangaluru
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Sure, I will send you the information. Please send a test email to
Swati, one positive aspect of your organization is the number of people, which I believe is only 23. Despite the small number, you can achieve great things. I suggest starting with a Teamwork module. Divide the team into smaller groups and ask them to prepare a one-hour presentation on any topic. Emphasize the importance of English language proficiency, dress code, body language, and teamwork (clarify that you or the judge will evaluate these aspects). Your role, Swati, would be to bring in top individuals from your organization to act as judges.
Additionally, you can promote an English-speaking culture through daily games. Allocate five toothpicks to each person and instruct them to converse only in English. If someone speaks in the local language, they must give a toothpick to the listener (for every conversation, a toothpick should be exchanged). At the end of the day, the person with the most toothpicks is the winner and can be rewarded with a small gift. This may seem simple, but it's challenging to maintain in everyday conversations. Swati, advise them not to be concerned about grammar initially; focus on fluency first, and grammar can be improved gradually. I have more games to share with you later.
Remember, never give up, no matter what! Keep rocking.
Best regards, [Your Name]
From India, Mangaluru
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Dear Swati,
What I will suggest is that, first of all, don't get depressed at all. You should be prepared for all the ups and downs in HR. It's a part of HR activities that some days will be only appreciations and the other days, facing only criticisms.
You can go for the Employee Satisfaction Survey - ESS (prepare a questionnaire as per your company/business needs which will also capture the employees' expectations). Then only all the issues/concerns of the people will come up and you can start working on addressing each issue one at a time. This will definitely prove you as a proactive HR in the eyes of your MD, and thus, you can increase the morale of your employees too.
If you need any help in preparing the questionnaire and how to go about ESS, do let me know.
From India, Gurgaon
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What I will suggest is that, first of all, don't get depressed at all. You should be prepared for all the ups and downs in HR. It's a part of HR activities that some days will be only appreciations and the other days, facing only criticisms.
You can go for the Employee Satisfaction Survey - ESS (prepare a questionnaire as per your company/business needs which will also capture the employees' expectations). Then only all the issues/concerns of the people will come up and you can start working on addressing each issue one at a time. This will definitely prove you as a proactive HR in the eyes of your MD, and thus, you can increase the morale of your employees too.
If you need any help in preparing the questionnaire and how to go about ESS, do let me know.
From India, Gurgaon
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Dear Swati,
You are so lucky to have such a boss who seeks more achievements from you. This improves your performance level, your experience, and your mindset to handle the environment of your company. When you are doing something for your company or your employees, it adds to your job profile, which will benefit you in the future. So, don't be upset. It means that you will be achieving more in your future life. Just think of yourself as being in a training school and receiving training. Be positive.
Best of luck!
Regards,
Mahesh M Ayati
From India, Pune
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You are so lucky to have such a boss who seeks more achievements from you. This improves your performance level, your experience, and your mindset to handle the environment of your company. When you are doing something for your company or your employees, it adds to your job profile, which will benefit you in the future. So, don't be upset. It means that you will be achieving more in your future life. Just think of yourself as being in a training school and receiving training. Be positive.
Best of luck!
Regards,
Mahesh M Ayati
From India, Pune
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Dear Swathi... Don’t Worry... Your hardwork will surely pays you... Keep on improving yourself - the things - which they said as you are lack. HAPPY DIWALI. With Best Wishes, Thilak.
From India, Selam
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From India, Selam
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Hi Swati Gupta,
I am sure you really worked hard and wanted good recognition for that. My dear friend, do not get disheartened. Try implementing new ideas for 3 or 4 times, even if there is no positive response. Otherwise, everything remains the same. I suggest you look for a good opportunity where you can highlight your achievements. Please be patient.
Try to compete with yourself; that is the best way to move forward. Your attitude towards things should always remain positive.
All the best! :)
From India, Hyderabad
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I am sure you really worked hard and wanted good recognition for that. My dear friend, do not get disheartened. Try implementing new ideas for 3 or 4 times, even if there is no positive response. Otherwise, everything remains the same. I suggest you look for a good opportunity where you can highlight your achievements. Please be patient.
Try to compete with yourself; that is the best way to move forward. Your attitude towards things should always remain positive.
All the best! :)
From India, Hyderabad
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Dear Swati,
First of all, you have to be more patient. You are heading HR, so your reaction should be in a more controlled manner. Plus, stop comparing with others. Do you have a proper Performance Management System in your organization? Do you have any method for defining expectations from an individual? Unless you have a scientific way of defining and appraising, nothing will work.
As an HR personnel, I should be honest in telling you that whatever you have done is not enough to claim 4 and 5.
My suggestion to you is to come out of depression and start working on advanced HR. Begin working on a balanced score-based PMS system, study the competency requirements needed, and then map the existing ones. Initiate training programs to improve functional and behavioral competencies. Start defining role and responsibility documents and Key Result Area sheets for all individuals.
As an HR personnel, you have to learn and implement all HR policies and procedures. What you have done is more related to social welfare. Start working towards strategic HR.
If you require any assistance, please feel free, as we are all here to support your success in your career.
Vikram
From India, Udaipur
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First of all, you have to be more patient. You are heading HR, so your reaction should be in a more controlled manner. Plus, stop comparing with others. Do you have a proper Performance Management System in your organization? Do you have any method for defining expectations from an individual? Unless you have a scientific way of defining and appraising, nothing will work.
As an HR personnel, I should be honest in telling you that whatever you have done is not enough to claim 4 and 5.
My suggestion to you is to come out of depression and start working on advanced HR. Begin working on a balanced score-based PMS system, study the competency requirements needed, and then map the existing ones. Initiate training programs to improve functional and behavioral competencies. Start defining role and responsibility documents and Key Result Area sheets for all individuals.
As an HR personnel, you have to learn and implement all HR policies and procedures. What you have done is more related to social welfare. Start working towards strategic HR.
If you require any assistance, please feel free, as we are all here to support your success in your career.
Vikram
From India, Udaipur
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Hi Anuradha,
I am working with an IT company, and my main concern is that here in my company, my MD is saying that he does not prefer a professional environment. There is no specific leave or timing policy in place, and every staff member is required to inform him directly about any leave. My MD says, "I don't prefer intermediaries." Could you please advise me on what I should do? Is it advisable to continue working in such an environment?
Although he is paying me a handsome salary, I need help in this matter.
Best Regards,
Jayana
From India, Ahmadabad
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I am working with an IT company, and my main concern is that here in my company, my MD is saying that he does not prefer a professional environment. There is no specific leave or timing policy in place, and every staff member is required to inform him directly about any leave. My MD says, "I don't prefer intermediaries." Could you please advise me on what I should do? Is it advisable to continue working in such an environment?
Although he is paying me a handsome salary, I need help in this matter.
Best Regards,
Jayana
From India, Ahmadabad
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Dear Swati,
I agree with Mr. Aravind. I am also an HR professional who has shifted from Sales to HR. I would just give you my point of view on the whole "impression" of HR professionals that they are cheated or not given increments like others.
One of the CEOs had once commented that "we should have more people "doing" things than just people "watching" people do things." I am sure you must have understood.
In most companies, HR is treated as an overhead function. So, this reflects in the returns.
In my opinion, it is high time that HR outcomes are related to the bottom lines of the company. Because if we manage people, it has to reflect in the "contribution" we are making towards the growth of the company.
I am sure when we as HR professionals can align our work with one of the basic fundamentals of business - "profit," we won't have any complaints!!
This is just my view. I would like to hear from people their reactions to this take too.
Thanks,
Smita.
From India, Pune
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I agree with Mr. Aravind. I am also an HR professional who has shifted from Sales to HR. I would just give you my point of view on the whole "impression" of HR professionals that they are cheated or not given increments like others.
One of the CEOs had once commented that "we should have more people "doing" things than just people "watching" people do things." I am sure you must have understood.
In most companies, HR is treated as an overhead function. So, this reflects in the returns.
In my opinion, it is high time that HR outcomes are related to the bottom lines of the company. Because if we manage people, it has to reflect in the "contribution" we are making towards the growth of the company.
I am sure when we as HR professionals can align our work with one of the basic fundamentals of business - "profit," we won't have any complaints!!
This is just my view. I would like to hear from people their reactions to this take too.
Thanks,
Smita.
From India, Pune
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Dear Smita,
We are the people who manage the so-called human resource, which is very sensitive. Smita, we are human managers and think, what mindset do we have to have? I would say, make your presence felt by your people through your creative HR activities, and I am sure, you will be recognized. Get rid of old things, Smita. We build the culture of the organization and the attitude of people; we are the backbone! What do you say? "Nobody is perfect, but always try to be perfect!" Keep rocking...
Thank you.
From India, Mangaluru
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We are the people who manage the so-called human resource, which is very sensitive. Smita, we are human managers and think, what mindset do we have to have? I would say, make your presence felt by your people through your creative HR activities, and I am sure, you will be recognized. Get rid of old things, Smita. We build the culture of the organization and the attitude of people; we are the backbone! What do you say? "Nobody is perfect, but always try to be perfect!" Keep rocking...
Thank you.
From India, Mangaluru
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Hey..don’t worry, these all part of it. As CHUM recomded maintaining regular communication with key staff and management will certnly help you Cheer up Shaji
From Qatar
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From Qatar
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Dear Swati,
Although you found the situation depressing and disheartening, I view it from a different perspective. If your boss has rated you a 3 out of 5, that's actually great news! It means he believes you can do more to reach those 2 additional points. He has faith in you and sees untapped potential in you.
While appearing less energetic at work may seem like a fleeting moment, taking a long-term view reveals a golden opportunity.
I agree with Mr. Vikram Paneri, who suggested that your organization may benefit from more high-end strategic HR activities.
In my opinion, you could begin by initiating an Employee Satisfaction and Expectation Survey. This survey would gauge employee satisfaction levels, including key members, and allow them to express their expectations from the HR Department and the organization as a whole. Address any skills gaps, provide necessary technical training, and resolve interpersonal conflicts scientifically. Based on the insights gathered, organize technical training sessions to enhance management output and showcase your proactive efforts.
Furthermore, consider developing individual Key Result Areas (KRA) sheets with specified KRA and Key Performance Indicator (KPI) parameters. This goal-setting exercise, which we are implementing this year, offers a structured and scientific approach to enhancing operational control.
For Performance Management Systems (PMS), consider implementing a 360-degree appraisal for key members, including yourself. This appraisal system will provide a comprehensive view of performance and address the issue of recognition, as feedback from all levels will be considered and valued.
Acknowledging that HR is a support function, emphasize to management how HR supports the Operations team in driving profitability.
Implement these suggestions this year and witness the positive impact they can create.
Best of luck!
From India, Delhi
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Although you found the situation depressing and disheartening, I view it from a different perspective. If your boss has rated you a 3 out of 5, that's actually great news! It means he believes you can do more to reach those 2 additional points. He has faith in you and sees untapped potential in you.
While appearing less energetic at work may seem like a fleeting moment, taking a long-term view reveals a golden opportunity.
I agree with Mr. Vikram Paneri, who suggested that your organization may benefit from more high-end strategic HR activities.
In my opinion, you could begin by initiating an Employee Satisfaction and Expectation Survey. This survey would gauge employee satisfaction levels, including key members, and allow them to express their expectations from the HR Department and the organization as a whole. Address any skills gaps, provide necessary technical training, and resolve interpersonal conflicts scientifically. Based on the insights gathered, organize technical training sessions to enhance management output and showcase your proactive efforts.
Furthermore, consider developing individual Key Result Areas (KRA) sheets with specified KRA and Key Performance Indicator (KPI) parameters. This goal-setting exercise, which we are implementing this year, offers a structured and scientific approach to enhancing operational control.
For Performance Management Systems (PMS), consider implementing a 360-degree appraisal for key members, including yourself. This appraisal system will provide a comprehensive view of performance and address the issue of recognition, as feedback from all levels will be considered and valued.
Acknowledging that HR is a support function, emphasize to management how HR supports the Operations team in driving profitability.
Implement these suggestions this year and witness the positive impact they can create.
Best of luck!
From India, Delhi
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Dear Swati,
It does not help even a bit to lose heart and motivation. You seem to be taking all the right steps, so it should just be a matter of time when all your efforts are recognized. Do feel free to contact me if you ever need any help in team building or motivation training processes for a more productive team. I would also like you to attend our two-day EFFECTIVE HR program on the 6th & 7th of Feb '09. Many HR executives have benefited from this unique program.
Best regards,
Kalpana Gopinath
From India, Pune
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It does not help even a bit to lose heart and motivation. You seem to be taking all the right steps, so it should just be a matter of time when all your efforts are recognized. Do feel free to contact me if you ever need any help in team building or motivation training processes for a more productive team. I would also like you to attend our two-day EFFECTIVE HR program on the 6th & 7th of Feb '09. Many HR executives have benefited from this unique program.
Best regards,
Kalpana Gopinath
From India, Pune
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User input:
There is lot of I first you rhave to remove I and replace word "We" then what is proactive HR mean by your boss. Does he mean hire and fire people or he mean re-inventing wheel. HR is not rocket science and yoru boss is illiterate so far is HR concern. I got one and only impression that your boss doesnot want to reward you therefore playing words game with you. Ask him what exactly he mean by Proactive HR. He may even not knowing what is exactly he mean by this word Proactive HR. I can use manysuch words: HR with penetration, Break through HR, Upbeat HR, Practicle HR, Tacticle HR, Horizontal HR, Vertical HR, Corssfunction HR. I can use thousands of words but all these are "bakwas bazi" . Regards Rashid Corrected version:
There is a lot of "I" first, you have to remove "I" and replace it with "We." Then, what does proactive HR mean to your boss? Does he mean hiring and firing people, or does he mean reinventing the wheel? HR is not rocket science, and your boss is illiterate as far as HR is concerned. I have the impression that your boss does not want to reward you, therefore, playing word games with you. Ask him what he exactly means by Proactive HR. He may not even know what he means by this term "Proactive HR." I can use many such words: HR with penetration, Breakthrough HR, Upbeat HR, Practical HR, Tactical HR, Horizontal HR, Vertical HR, Cross-functional HR. I can use thousands of words, but all these are just "bakwas bazi."
Regards, Rashid
Dear Seniors,
I am working in a software development company with a staff of 23 people as an HR executive. It was me who started the HR department 10 months ago. I have introduced many new processes and techniques related to HR in my company. I used to receive periodic reviews of my work, and my Boss was very pleased with it. However, during my half-yearly review recently, my MD informed me that my work is only satisfactory, and I scored 3 out of 5 on the rating scale. He mentioned that I do not take initiative and should be more proactive.
Despite this, I have been proactive by initiating many CSR activities, managing Joining Procedures, Recruitment processes, organizing a team trip, recently arranging a Company Day, and handling day-to-day HR and business activities, for which most people in my office have appreciated my work. At the same time, all other employees (who are in software development) received larger salary increments than me. I feel cheated, as if I am not contributing to my company. My role is not revenue-focused but aims to indirectly enhance productivity. Why was this attitude shown to me? I am feeling depressed and losing enthusiasm for my job day by day.
Please guide me on what to do and how to proactively approach the situation.
Thanks, Swati
From Saudi Arabia
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There is lot of I first you rhave to remove I and replace word "We" then what is proactive HR mean by your boss. Does he mean hire and fire people or he mean re-inventing wheel. HR is not rocket science and yoru boss is illiterate so far is HR concern. I got one and only impression that your boss doesnot want to reward you therefore playing words game with you. Ask him what exactly he mean by Proactive HR. He may even not knowing what is exactly he mean by this word Proactive HR. I can use manysuch words: HR with penetration, Break through HR, Upbeat HR, Practicle HR, Tacticle HR, Horizontal HR, Vertical HR, Corssfunction HR. I can use thousands of words but all these are "bakwas bazi" . Regards Rashid Corrected version:
There is a lot of "I" first, you have to remove "I" and replace it with "We." Then, what does proactive HR mean to your boss? Does he mean hiring and firing people, or does he mean reinventing the wheel? HR is not rocket science, and your boss is illiterate as far as HR is concerned. I have the impression that your boss does not want to reward you, therefore, playing word games with you. Ask him what he exactly means by Proactive HR. He may not even know what he means by this term "Proactive HR." I can use many such words: HR with penetration, Breakthrough HR, Upbeat HR, Practical HR, Tactical HR, Horizontal HR, Vertical HR, Cross-functional HR. I can use thousands of words, but all these are just "bakwas bazi."
Regards, Rashid
Dear Seniors,
I am working in a software development company with a staff of 23 people as an HR executive. It was me who started the HR department 10 months ago. I have introduced many new processes and techniques related to HR in my company. I used to receive periodic reviews of my work, and my Boss was very pleased with it. However, during my half-yearly review recently, my MD informed me that my work is only satisfactory, and I scored 3 out of 5 on the rating scale. He mentioned that I do not take initiative and should be more proactive.
Despite this, I have been proactive by initiating many CSR activities, managing Joining Procedures, Recruitment processes, organizing a team trip, recently arranging a Company Day, and handling day-to-day HR and business activities, for which most people in my office have appreciated my work. At the same time, all other employees (who are in software development) received larger salary increments than me. I feel cheated, as if I am not contributing to my company. My role is not revenue-focused but aims to indirectly enhance productivity. Why was this attitude shown to me? I am feeling depressed and losing enthusiasm for my job day by day.
Please guide me on what to do and how to proactively approach the situation.
Thanks, Swati
From Saudi Arabia
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