I have been working on a generalist profile from 3 yrs but just dont understand why all the employees are so much rude,arrogant,averse against HR people...............
From India, New Delhi
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From India, New Delhi
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Hi Meenakshi, I do not agree with you, HR is respectable if we are able to bridge the gap between Mgt & Employee.
From India, Nagpur
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4From India, Nagpur
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very true. . . It all depends on how good yo handle things. It’s necessary that HR plays a multi faceted role of an enabler, facilitator, mediator and leader.
From India, Bangalore
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From India, Bangalore
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I guess it because HR has the powers to hire and fire and make and break all the policies. But my personal experience is if you help employees in their time of need they’ll like you back.
From India, Delhi
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From India, Delhi
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It’s about that HR department who is implement the role and policy and there are many people who would like to pass his time in the company without control
From Bahrain, Manama
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From Bahrain, Manama
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Hi Meenakshi,
Nice question with curiosity to learn something!
There are several reasons employees are rude, arrogant, and averse against HR people. As per Ravi Khairnar, who did not agree with you, "HR is respectable." No doubt they are respectable, but most of them are not respected. There is a great difference between the terms "respectable" and "respected." They are respectable due to their role as an enabler, facilitator, mediator, and leader, but how many command respect and get respected is a matter to be seriously investigated in their absence. They can't gauge their own respect by employees. It is assessed by others who have some interaction with employees.
HR people can earn respect only if they are employee-friendly; otherwise, in the name of respect, it is shown only to their face and they are criticized behind their back for their several drawbacks and attitudes. Ravi Khairnar has rightly pointed out they are respectable "if we are able to bridge the gap between Management & Employee." But the question arises, who should bridge the gap between management and employees, whether it is the employee or management. Again it is HR who should fulfill this function of bridging the gap between management and employees.
A few instances are given below due to which HR people command disrespect rather than respect, irrespective of their being respectable:
- Ego problems and not being easily approachable, due to their position in HR and being overconfident that they are enablers, facilitators, mediators, and leaders;
- Not being employee-friendly and not understanding employee problems. As enablers, facilitators, mediators, and leaders, they need to be employee-friendly;
- Negative approach in employee financial benefits;
- Delays in employee promotions, irrespective of the clear promotional policies of the organization;
- Not keeping employee records updated;
- Delays in leave sanctioning for employees;
- Bias and prejudices towards employees in disciplinary cases.
There are several such instances for which HR people (please don't mind) should review their policies and personal attitudes. They must remember that a happy employee is an invaluable asset to the organization. Employees just need sympathetic consideration of their problems to gain their REAL respect and become an asset to the organization as well.
Another advantage of employee satisfaction is that you will not face any trade union problems. A satisfied employee never goes to seek shelter with any trade union. Once a matter goes to a trade union, it becomes a complex and challenging problem for management to settle. Negative attitudes of managers and HR always prove to be a loss for the organization.
Due to my employee-friendly policies, I never had to face any trade union problems during my 39+ years of service, even during the worst circumstances with other departments of the organization.
Of course, I won't advise you to become so employee-friendly that it may not align with the organization's values, vision, and mission.
P S Dhingra
Vigilance & Management Consultant
Dhingra Management Consultancy Group
New Delhi
[dcgroup@gmail.com]
From India, Delhi
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Nice question with curiosity to learn something!
There are several reasons employees are rude, arrogant, and averse against HR people. As per Ravi Khairnar, who did not agree with you, "HR is respectable." No doubt they are respectable, but most of them are not respected. There is a great difference between the terms "respectable" and "respected." They are respectable due to their role as an enabler, facilitator, mediator, and leader, but how many command respect and get respected is a matter to be seriously investigated in their absence. They can't gauge their own respect by employees. It is assessed by others who have some interaction with employees.
HR people can earn respect only if they are employee-friendly; otherwise, in the name of respect, it is shown only to their face and they are criticized behind their back for their several drawbacks and attitudes. Ravi Khairnar has rightly pointed out they are respectable "if we are able to bridge the gap between Management & Employee." But the question arises, who should bridge the gap between management and employees, whether it is the employee or management. Again it is HR who should fulfill this function of bridging the gap between management and employees.
A few instances are given below due to which HR people command disrespect rather than respect, irrespective of their being respectable:
- Ego problems and not being easily approachable, due to their position in HR and being overconfident that they are enablers, facilitators, mediators, and leaders;
- Not being employee-friendly and not understanding employee problems. As enablers, facilitators, mediators, and leaders, they need to be employee-friendly;
- Negative approach in employee financial benefits;
- Delays in employee promotions, irrespective of the clear promotional policies of the organization;
- Not keeping employee records updated;
- Delays in leave sanctioning for employees;
- Bias and prejudices towards employees in disciplinary cases.
There are several such instances for which HR people (please don't mind) should review their policies and personal attitudes. They must remember that a happy employee is an invaluable asset to the organization. Employees just need sympathetic consideration of their problems to gain their REAL respect and become an asset to the organization as well.
Another advantage of employee satisfaction is that you will not face any trade union problems. A satisfied employee never goes to seek shelter with any trade union. Once a matter goes to a trade union, it becomes a complex and challenging problem for management to settle. Negative attitudes of managers and HR always prove to be a loss for the organization.
Due to my employee-friendly policies, I never had to face any trade union problems during my 39+ years of service, even during the worst circumstances with other departments of the organization.
Of course, I won't advise you to become so employee-friendly that it may not align with the organization's values, vision, and mission.
P S Dhingra
Vigilance & Management Consultant
Dhingra Management Consultancy Group
New Delhi
[dcgroup@gmail.com]
From India, Delhi
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Dear Koul,
Before I was going to write on your question, but as Mr. P S Dingra has rightly mentioned very realistically why employees hate HR people. This problem is happening globally, especially where HR is taking place. I used to face the same problem in HR a few years ago, but when an HR guy shows interest in listening to employee problems (that gives an edge to you). On the other side, you should show your deep concern to management that you are more into the employer side.
In case of any queries, write me back.
Regards,
Adi
From Pakistan, Lahore
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Before I was going to write on your question, but as Mr. P S Dingra has rightly mentioned very realistically why employees hate HR people. This problem is happening globally, especially where HR is taking place. I used to face the same problem in HR a few years ago, but when an HR guy shows interest in listening to employee problems (that gives an edge to you). On the other side, you should show your deep concern to management that you are more into the employer side.
In case of any queries, write me back.
Regards,
Adi
From Pakistan, Lahore
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Hi Meenakshi,
I am replying to your reference. People need not be averse to HR. It mainly depends on HOW an HR will deal with the prolific assignments of the day without showing signs of disgust on one's face. In the present scenario, we are required to be dicey and diplomatic with the situation and daunt as per requirement. We will have to keep the stick and carrot always with us but should know where to use and how.
You may agree with this and avoid the aversion of people.
Regards,
Yandamuri
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I am replying to your reference. People need not be averse to HR. It mainly depends on HOW an HR will deal with the prolific assignments of the day without showing signs of disgust on one's face. In the present scenario, we are required to be dicey and diplomatic with the situation and daunt as per requirement. We will have to keep the stick and carrot always with us but should know where to use and how.
You may agree with this and avoid the aversion of people.
Regards,
Yandamuri
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Hi all,
Thank you for the insightful discussion on this topic and for sharing different points of view. In my opinion, HR plays a crucial role in motivating and ensuring the happiness of employees. The HR department should be the driving force behind employee satisfaction and well-being. When employees are content and motivated, it reflects positively on the organization as a whole.
Your comments highlight the importance of HR in fostering a positive work environment and nurturing employee morale. It is essential for HR professionals to prioritize employee satisfaction and happiness to create a productive and harmonious workplace.
Thank you for emphasizing the significance of HR in shaping employee experiences and overall organizational success.
Best regards
From India, Hyderabad
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Thank you for the insightful discussion on this topic and for sharing different points of view. In my opinion, HR plays a crucial role in motivating and ensuring the happiness of employees. The HR department should be the driving force behind employee satisfaction and well-being. When employees are content and motivated, it reflects positively on the organization as a whole.
Your comments highlight the importance of HR in fostering a positive work environment and nurturing employee morale. It is essential for HR professionals to prioritize employee satisfaction and happiness to create a productive and harmonious workplace.
Thank you for emphasizing the significance of HR in shaping employee experiences and overall organizational success.
Best regards
From India, Hyderabad
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Dear Meenakshi,
When things go wrong in our life, we blame destiny/fate and sometimes even our past life. Similarly, when employees are unhappy, they tend to blame or think HR is at fault. An HR is hired for the purpose of smooth employee/employer relations and for taking care of the welfare of both. When things don't balance at one end, who else can they blame but us - HR's!
Ignore it. Be yourself. Just make sure you don't let people take advantage of you, and at any cost, don't let work compromise you.
From India, Madras
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When things go wrong in our life, we blame destiny/fate and sometimes even our past life. Similarly, when employees are unhappy, they tend to blame or think HR is at fault. An HR is hired for the purpose of smooth employee/employer relations and for taking care of the welfare of both. When things don't balance at one end, who else can they blame but us - HR's!
Ignore it. Be yourself. Just make sure you don't let people take advantage of you, and at any cost, don't let work compromise you.
From India, Madras
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Dear Meenakshi,
When things go wrong in our life, we blame destiny/fate and sometimes even our past life. Similarly, when employees are unhappy, they tend to blame or think that HR is at fault. An HR professional is hired for the purpose of ensuring smooth employee/employer relations and taking care of the welfare of both parties. When things don't balance at one end, who else can they blame but us - HR professionals? Ignore the blame and stay true to yourself. Just ensure that you do not let people take advantage of you and do not let work compromise your well-being.
I disagree with the opinion expressed. I find Mr. PS Dhingra's perspective to be accurate. Throughout my entire working career, I have not encountered a single HR professional who has genuinely helped employees. Instead, they have often created more trouble, implemented unfriendly policies, delayed promotions and appraisals, and, worst of all, lacked transparency and proactive communication in any delays. Additionally, HR personnel sometimes exhibit a sense of superiority, forgetting that HR is a support function and nothing more.
I believe it's essential for HR professionals to remember their role as support staff and strive to genuinely assist employees in their work environment.
Thank you.
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When things go wrong in our life, we blame destiny/fate and sometimes even our past life. Similarly, when employees are unhappy, they tend to blame or think that HR is at fault. An HR professional is hired for the purpose of ensuring smooth employee/employer relations and taking care of the welfare of both parties. When things don't balance at one end, who else can they blame but us - HR professionals? Ignore the blame and stay true to yourself. Just ensure that you do not let people take advantage of you and do not let work compromise your well-being.
I disagree with the opinion expressed. I find Mr. PS Dhingra's perspective to be accurate. Throughout my entire working career, I have not encountered a single HR professional who has genuinely helped employees. Instead, they have often created more trouble, implemented unfriendly policies, delayed promotions and appraisals, and, worst of all, lacked transparency and proactive communication in any delays. Additionally, HR personnel sometimes exhibit a sense of superiority, forgetting that HR is a support function and nothing more.
I believe it's essential for HR professionals to remember their role as support staff and strive to genuinely assist employees in their work environment.
Thank you.
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Hey Asha - That was a very bold thought :)
Well Meenakshi - For me, if the HR takes care of two aspects, the problem is almost resolved:
1) Communication (to and fro - Management/Employee)
2) Listening skills (giving time to listen to both Management and Employees).
I am not quite sure if you have been a victim of any one or both problems - lack of communication or lack of listening to your concerns by HR.
Regards, Pradeep Talreja
From India, Vadodara
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Well Meenakshi - For me, if the HR takes care of two aspects, the problem is almost resolved:
1) Communication (to and fro - Management/Employee)
2) Listening skills (giving time to listen to both Management and Employees).
I am not quite sure if you have been a victim of any one or both problems - lack of communication or lack of listening to your concerns by HR.
Regards, Pradeep Talreja
From India, Vadodara
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Hey Asha,
That was a very bold thought.
Well Meenakshi, for me, if the HR takes care of two aspects, the problem is almost resolved:
1) Communication (to and fro - Management/Employee)
2) Listening skills (giving time to listen to both Management and Employees).
I am not quite sure if you have been a victim of any one or both problems - lack of communication or lack of listening to your concerns.
Regards,
Pradeep Talreja
From India, Vadodara
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That was a very bold thought.
Well Meenakshi, for me, if the HR takes care of two aspects, the problem is almost resolved:
1) Communication (to and fro - Management/Employee)
2) Listening skills (giving time to listen to both Management and Employees).
I am not quite sure if you have been a victim of any one or both problems - lack of communication or lack of listening to your concerns.
Regards,
Pradeep Talreja
From India, Vadodara
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See, it's as simple as this: people don't want to agree with reality, so they have problems. The more you worry about others' perceptions of you, the less you focus on your performance.
Just now (exactly 5 minutes ago), I received a call from one of our Quarrying units that we had to close due to lack of operations. I informed the Head of Operations that he would receive his final settlement promptly. I notified the accounts department and followed up with them for two days. The Manager of Accounts got irritated with me and said, "I will do what I am supposed to do." I left it at that, but today's call was filled with profanity. The Head of Operations used abusive language, accusing HR of cheating management and pocketing money.
When I followed up with the Accounts division, the person said, "Ayyyooo... I forgot to make the payment."
The accounts person got angry with me last week for my follow-up, and the operations head thought I was avoiding payment.
Fortunately, my boss understood the situation. However, I am not someone who wants my boss only to understand and accept the situation. I know I will face challenges and need to persist in following up with the Accounts department, regardless of their irritation. This situation paints me as an arrogant HR professional.
In HR, one should never be bothered by such issues; they exist everywhere, either behind you or in front of you. Ultimately, you must deliver what is expected of you. Along the way, you will encounter such challenges. Value people, not emotional dramas!
From India, Madras
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Just now (exactly 5 minutes ago), I received a call from one of our Quarrying units that we had to close due to lack of operations. I informed the Head of Operations that he would receive his final settlement promptly. I notified the accounts department and followed up with them for two days. The Manager of Accounts got irritated with me and said, "I will do what I am supposed to do." I left it at that, but today's call was filled with profanity. The Head of Operations used abusive language, accusing HR of cheating management and pocketing money.
When I followed up with the Accounts division, the person said, "Ayyyooo... I forgot to make the payment."
The accounts person got angry with me last week for my follow-up, and the operations head thought I was avoiding payment.
Fortunately, my boss understood the situation. However, I am not someone who wants my boss only to understand and accept the situation. I know I will face challenges and need to persist in following up with the Accounts department, regardless of their irritation. This situation paints me as an arrogant HR professional.
In HR, one should never be bothered by such issues; they exist everywhere, either behind you or in front of you. Ultimately, you must deliver what is expected of you. Along the way, you will encounter such challenges. Value people, not emotional dramas!
From India, Madras
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Hi, Well, i don’t agree with it. Probably, its depend upon organization to organization. May be you have some bad experiences. Regards C.M.Mohla
From India, Delhi
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From India, Delhi
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Hi Ash,
The moment I saw your question, I laughed because I am going through the same. HR is concerned with making policies and implementation. Generally, it is the normal tendency of employees to favor those policies which are comfortable and good for them. As HR professionals, we make policies keeping in view the company, employees, etc. The best thing we can do is to convince the employees, though a few black sheep always exist in every department, waiting for the occasion to pinpoint HR.
It's common, and we should not take all those criticisms to heart. Do what is right and move forward; that is my policy.
All the best.
From India, Hyderabad
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The moment I saw your question, I laughed because I am going through the same. HR is concerned with making policies and implementation. Generally, it is the normal tendency of employees to favor those policies which are comfortable and good for them. As HR professionals, we make policies keeping in view the company, employees, etc. The best thing we can do is to convince the employees, though a few black sheep always exist in every department, waiting for the occasion to pinpoint HR.
It's common, and we should not take all those criticisms to heart. Do what is right and move forward; that is my policy.
All the best.
From India, Hyderabad
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My Dear Friend - I respect your views. Maybe you have had a bad experience:
"In my entire working career so far, I have never seen a single HR who has helped out employees; instead, they created more trouble, laid down policies."
May I ask what were the so worse policies - the timing? The leave policy? The travel policy? The internet usage policy?
Please understand that just like how you have a complaint against the single function - HR, the HR will have another million complaints about employees working for them. Policies are laid down so that people work in a systemized manner and work efficiently, and don't take advantage of what is offered to them. If it's stopping you from working, you will have to discuss that and ask them for an alternate solution.
Please understand, though the policies are documented by the HR - the ultimate person who finalizes things or even alters decisions - is the one and only "Employer" - the Boss!
Delayed promotions, appraisals, and worst of all, no transparency at all and no proactive communication in any delay.
I don't know why your appraisal was delayed - did you ever ask them? Anyhow, I know why the promotions are delayed in my organization - it's because the employee is nowhere close to what is expected of him. And I also have weird cases like within one week of joining, the employee comes and says, "See - in one week I created a change, so please ask the boss to give me a hike!" I sincerely ask... and hear the harsh tone of reply, and pass the message across diplomatically. :-) But employees tend to think that HR is holding their promotion... we can't help, I don't blame them either.
HR people think that they are superior to others whereas they tend to FORGET that HR is just a SUPPORT staff and not more than that.
Whether they are superior to you or not, should not be your problem. If you have an issue - sort it out. And for your kind information - a supporting function does not mean that you can walk over them... And no HR tends to forget that. Probably that's your issue. I don't know what kind of people you have come across, but if this is the underestimating attitude you have with anyone (regardless of an HR!), don't expect people to be good to you, buddy. And please don't tend to forget that he is also another employee like you who has his own limitations specified by the management.
From India, Madras
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"In my entire working career so far, I have never seen a single HR who has helped out employees; instead, they created more trouble, laid down policies."
May I ask what were the so worse policies - the timing? The leave policy? The travel policy? The internet usage policy?
Please understand that just like how you have a complaint against the single function - HR, the HR will have another million complaints about employees working for them. Policies are laid down so that people work in a systemized manner and work efficiently, and don't take advantage of what is offered to them. If it's stopping you from working, you will have to discuss that and ask them for an alternate solution.
Please understand, though the policies are documented by the HR - the ultimate person who finalizes things or even alters decisions - is the one and only "Employer" - the Boss!
Delayed promotions, appraisals, and worst of all, no transparency at all and no proactive communication in any delay.
I don't know why your appraisal was delayed - did you ever ask them? Anyhow, I know why the promotions are delayed in my organization - it's because the employee is nowhere close to what is expected of him. And I also have weird cases like within one week of joining, the employee comes and says, "See - in one week I created a change, so please ask the boss to give me a hike!" I sincerely ask... and hear the harsh tone of reply, and pass the message across diplomatically. :-) But employees tend to think that HR is holding their promotion... we can't help, I don't blame them either.
HR people think that they are superior to others whereas they tend to FORGET that HR is just a SUPPORT staff and not more than that.
Whether they are superior to you or not, should not be your problem. If you have an issue - sort it out. And for your kind information - a supporting function does not mean that you can walk over them... And no HR tends to forget that. Probably that's your issue. I don't know what kind of people you have come across, but if this is the underestimating attitude you have with anyone (regardless of an HR!), don't expect people to be good to you, buddy. And please don't tend to forget that he is also another employee like you who has his own limitations specified by the management.
From India, Madras
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Hi all,
I think the problem is that many times the employees are not able to approach the HR people regarding their problems and issues. That's why they get such a notion. As per my perception, HR people should try to reach out to each and every person in the organization so that they become easily approachable. Thus, gradually this notion of people, if at all it is, will disappear. :)
Regards,
Heena Kaushik
From India, Mumbai
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I think the problem is that many times the employees are not able to approach the HR people regarding their problems and issues. That's why they get such a notion. As per my perception, HR people should try to reach out to each and every person in the organization so that they become easily approachable. Thus, gradually this notion of people, if at all it is, will disappear. :)
Regards,
Heena Kaushik
From India, Mumbai
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I think too much importance is being given to HR. I think the HR department is just like any other service department. We all experience bad and good days and come across good and bad people, so why keep wondering whether HR is a thankless or thankful job, or if HR is for the management or for the employees, etc.
Stop thinking so much, JUST DO YOUR BEST & GOD WILL DO THE REST!!
Also, most HR people, like all other employees, have to follow policies laid down by the management or the previous HR head, which have been in place for years. The company does not belong to the HR department; it is the management who takes the final call (with regards to termination, salary cuts, etc.) and makes HR look bad. HR is equally helpless but takes all the blame on behalf of the management because it's their job. Finally, we are all doing our jobs, right?
From India, Mumbai
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Stop thinking so much, JUST DO YOUR BEST & GOD WILL DO THE REST!!
Also, most HR people, like all other employees, have to follow policies laid down by the management or the previous HR head, which have been in place for years. The company does not belong to the HR department; it is the management who takes the final call (with regards to termination, salary cuts, etc.) and makes HR look bad. HR is equally helpless but takes all the blame on behalf of the management because it's their job. Finally, we are all doing our jobs, right?
From India, Mumbai
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Dear HR colleagues,
I would agree with Heena Kaushik. We are "Human Resource", are we not? We need to add the "human" factor to the policies and rules of the organization. We, as professionals, should take it as a challenge and be able to pacify any rude or arrogant employees. We should be humble and humane and maybe use our sense of humor more often, rather than an official who would blindly follow the rule book.
The employees do realize that we too are employees after all and would cooperate with us. Probably they see us as a hope for solving their problems and get annoyed when we show helplessness or are rude ourselves! To me, HR is a "service" department for the employees. The employees are our internal customers, and we should treat them as such.
From India, Mumbai
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I would agree with Heena Kaushik. We are "Human Resource", are we not? We need to add the "human" factor to the policies and rules of the organization. We, as professionals, should take it as a challenge and be able to pacify any rude or arrogant employees. We should be humble and humane and maybe use our sense of humor more often, rather than an official who would blindly follow the rule book.
The employees do realize that we too are employees after all and would cooperate with us. Probably they see us as a hope for solving their problems and get annoyed when we show helplessness or are rude ourselves! To me, HR is a "service" department for the employees. The employees are our internal customers, and we should treat them as such.
From India, Mumbai
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Here's my two cents on why employees may tend to dislike HR:
1) HR is the face and executor of right-sizing initiatives, though management at large would have made the decision about the same.
2) HR is the function that acts as a controller when policy exceptions are brought forth, thus turning down the exceptions and ensuring parity.
3) HR talks about ethics, integrity, and discipline in all possible forums of outreach and initiates corrective actions when necessary.
4) HR's role is to be the eyes and ears of management and employees. Hence, employees tend to be cautious when HR is around.
5) All said and done, HR is an evolving function in most organizations, and the role of a generalist is not always clear. So, one might wonder why someone handling meetings and resolving policy queries is given such importance in the organization, and the ambiguity could lead to apathy.
From India, Hyderabad
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1) HR is the face and executor of right-sizing initiatives, though management at large would have made the decision about the same.
2) HR is the function that acts as a controller when policy exceptions are brought forth, thus turning down the exceptions and ensuring parity.
3) HR talks about ethics, integrity, and discipline in all possible forums of outreach and initiates corrective actions when necessary.
4) HR's role is to be the eyes and ears of management and employees. Hence, employees tend to be cautious when HR is around.
5) All said and done, HR is an evolving function in most organizations, and the role of a generalist is not always clear. So, one might wonder why someone handling meetings and resolving policy queries is given such importance in the organization, and the ambiguity could lead to apathy.
From India, Hyderabad
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Dear friends in HR and non-HR,
I believe we have debated this topic at length, and it's time to embark on something new.
As I have previously expressed, the HR function often goes unrecognized for its efforts. It is essential to remember that our role involves caring for human beings, who may not always exhibit ideal behavior.
Dealing with arrogance, attitude problems, and resistance to change is a common challenge in our field. However, as HR professionals, we are responsible for implementing necessary changes through policies, even if it means facing backlash.
To our non-HR colleagues, consider this: when it comes to difficult tasks like terminating an employee or addressing promotion concerns, who do you turn to for guidance and support to avoid legal issues?
It may be tempting to shift responsibilities onto HR, but ultimately, we must all align with organizational goals and policies, whether we like it or not. Remember, rewards and consequences are part of the same package.
Acknowledging and respecting the HR function is crucial for the smooth functioning of any organization, as it directly impacts promotions, salary increments, transfers, training, and other essential activities.
Best regards,
Preeti Nar
From India, Delhi
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I believe we have debated this topic at length, and it's time to embark on something new.
As I have previously expressed, the HR function often goes unrecognized for its efforts. It is essential to remember that our role involves caring for human beings, who may not always exhibit ideal behavior.
Dealing with arrogance, attitude problems, and resistance to change is a common challenge in our field. However, as HR professionals, we are responsible for implementing necessary changes through policies, even if it means facing backlash.
To our non-HR colleagues, consider this: when it comes to difficult tasks like terminating an employee or addressing promotion concerns, who do you turn to for guidance and support to avoid legal issues?
It may be tempting to shift responsibilities onto HR, but ultimately, we must all align with organizational goals and policies, whether we like it or not. Remember, rewards and consequences are part of the same package.
Acknowledging and respecting the HR function is crucial for the smooth functioning of any organization, as it directly impacts promotions, salary increments, transfers, training, and other essential activities.
Best regards,
Preeti Nar
From India, Delhi
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Dear All,
Having been exposed to the styles of both PSU and private organizations, my comments are given below:
The HR department has been an offshoot of Personnel & Administration from yesteryears, where the total control of an organization was completely vested in the department. They were donning the dual roles of rule-makers and implementing authority; logically speaking, it is unfair.
A policy is framed based on the laid-down rules of the prevailing time and/or on the past experience of the organization. Personnel from Personnel & Administration were always trying to defend the policies in currency rather than reviewing them with a humane approach. According to them, if one person has been extended some facility, others may also ask, and we would have a tough time considering all the claims. Unfortunately, to avoid a genuine claim, they may quote some interpretation and simply reject it outright. Even if somebody questions the authority of Personnel & Administration, their requests were turned down citing various norms and procedures, occasionally citing delayed submission, which is absurd. Even the judiciary admits delays with valid reasons. Plenty of rules, amendments, and various interpretations make the lives of commoners miserable. Moreover, Personnel & Administration personnel (except a few at the top) never had any idea of business and its strategies. Hence, the loss of efficient and important personnel due to red-tapism was not felt immediately, especially when employment opportunities were very rare.
Today's HR is entirely different. It is transparent, and everyone has to keep abreast of all the developments occurring in the business; otherwise, their existence will be questioned, or they will be lost in the fast-moving world. Nowadays, HR has been restricted to a supportive function as most of their jobs have been outsourced. Current HR personnel are mainly focusing on recruitment and training.
Despite all these improvements, if an HR person is blamed, it is purely incidental, and such personnel have to be weeded out to safeguard professionalism. Whether it is a controlled environment or a liberalized one, a humane approach in line with the business goals of the organization is ideal and is what is required from HR personnel. Meanwhile, user departments also have to understand the importance of the organization's policies and try to follow them; after all, a collective approach alone can make the organization reach its targets effectively.
Regards,
Balamurugan Sivaprakasam Head of HR, ICIL-MM Nagar
From India, Madras
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Having been exposed to the styles of both PSU and private organizations, my comments are given below:
The HR department has been an offshoot of Personnel & Administration from yesteryears, where the total control of an organization was completely vested in the department. They were donning the dual roles of rule-makers and implementing authority; logically speaking, it is unfair.
A policy is framed based on the laid-down rules of the prevailing time and/or on the past experience of the organization. Personnel from Personnel & Administration were always trying to defend the policies in currency rather than reviewing them with a humane approach. According to them, if one person has been extended some facility, others may also ask, and we would have a tough time considering all the claims. Unfortunately, to avoid a genuine claim, they may quote some interpretation and simply reject it outright. Even if somebody questions the authority of Personnel & Administration, their requests were turned down citing various norms and procedures, occasionally citing delayed submission, which is absurd. Even the judiciary admits delays with valid reasons. Plenty of rules, amendments, and various interpretations make the lives of commoners miserable. Moreover, Personnel & Administration personnel (except a few at the top) never had any idea of business and its strategies. Hence, the loss of efficient and important personnel due to red-tapism was not felt immediately, especially when employment opportunities were very rare.
Today's HR is entirely different. It is transparent, and everyone has to keep abreast of all the developments occurring in the business; otherwise, their existence will be questioned, or they will be lost in the fast-moving world. Nowadays, HR has been restricted to a supportive function as most of their jobs have been outsourced. Current HR personnel are mainly focusing on recruitment and training.
Despite all these improvements, if an HR person is blamed, it is purely incidental, and such personnel have to be weeded out to safeguard professionalism. Whether it is a controlled environment or a liberalized one, a humane approach in line with the business goals of the organization is ideal and is what is required from HR personnel. Meanwhile, user departments also have to understand the importance of the organization's policies and try to follow them; after all, a collective approach alone can make the organization reach its targets effectively.
Regards,
Balamurugan Sivaprakasam Head of HR, ICIL-MM Nagar
From India, Madras
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Dear Meenakshi,
It's very true, but to some extent, I do not agree with you because it depends on the person how to deal with the employees. HR job is a very perceptive job, and we will have to keep the balance between Management and employees and build up the constructive thoughts amongst the employees towards the organization.
Regards,
Balkishan Sharma
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It's very true, but to some extent, I do not agree with you because it depends on the person how to deal with the employees. HR job is a very perceptive job, and we will have to keep the balance between Management and employees and build up the constructive thoughts amongst the employees towards the organization.
Regards,
Balkishan Sharma
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Dear Koul,
First, I don't know what kind of industry you are working in. In the absence of that information, it is very difficult to comment.
In manufacturing industries where unions are present, HR is often the scapegoat. The union may lack the courage to communicate with higher management, leaving HR as the only option. Other departments tend to distance themselves, claiming they are not involved in the decisions made by HR.
In other industries like software, where I have limited knowledge, if HR fulfills its responsibilities promptly according to the employees' needs, there may not be many problems. However, ultimately, after the CEO or MD, the Finance department usually asserts its influence. They ensure that HR does not rise in the hierarchy.
There may be many more reasons, as stated, but I have limited experience in other industries.
Nagaraj
From India, Bangalore
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First, I don't know what kind of industry you are working in. In the absence of that information, it is very difficult to comment.
In manufacturing industries where unions are present, HR is often the scapegoat. The union may lack the courage to communicate with higher management, leaving HR as the only option. Other departments tend to distance themselves, claiming they are not involved in the decisions made by HR.
In other industries like software, where I have limited knowledge, if HR fulfills its responsibilities promptly according to the employees' needs, there may not be many problems. However, ultimately, after the CEO or MD, the Finance department usually asserts its influence. They ensure that HR does not rise in the hierarchy.
There may be many more reasons, as stated, but I have limited experience in other industries.
Nagaraj
From India, Bangalore
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User Input:
Sir,
That was a really good reply, thanks for clarifying all the aspects of HR which we can get only from experienced people like you. But the thing is that the company we are working for has no respect for its HR people. Moreover, they have not given any power/authority to them, due to which we can't do anything or implement anything. In a situation like this, it is quite frustrating for the HR people because there are no rules and regulations for the employees. Even if some rules are there, some employees don't follow them. Sometimes, an employee is on leave, and there is no intimation... still, we can't do anything. Some employees don't punch in regularly... still, we can't do anything. So, the question here is the power and authority, which is absent in our organization. Another issue is the undue interference from all sides in HR. For example, if we do any work.
As far as the attitude is concerned, I am too lenient and soft-spoken to everyone. In fact, all of us are very employee-friendly. So, I just don't understand where we are wrong.
Quote by psdhingra:
Hi Meenakshi,
Nice question with curiosity to learn something!
There are several reasons employees are rude, arrogant, and averse against HR people. As per Ravi Khairnar, who did not agree with you, "HR is respectable." No doubt they are respectable, but most of them are not respected. There is a great difference between the two terms, "respectable" and "respected." They are respectable due to their role of being an enabler, facilitator, mediator, and leader, but how many command respect and get respected is a matter to be seriously investigated in their absence. They can't gauge their own respect by employees. It is assessed by others who have some interaction with employees.
HR people can get respect only if they are employee-friendly; otherwise, in the name of respect, it is shown only at their face and are contempted at their back for their several drawbacks and attitudes. Ravi Khairnar has rightly pointed out they are respectable "if we are able to bridge the gap between Mgt & Employee." But the question arises, who should bridge the gap between management and employee, whether employee or management. Again, it is HR, who should do this part of the function of bridging the gap between management and employee.
A few instances are given below due to which the HR people command disrespect rather than respect, irrespective of their being respectable:
- Ego problems and not being easily approachable, due to their being in HR and being overconfident that they are enablers, facilitators, mediators, and leaders;
- Not being employee-friendly and not understanding employee problems. Being enablers, facilitators, mediators, and leaders, they must need to become employee-friendly;
- Negative approach in employee financial benefits;
- Delays in employee promotions, irrespective of the clear promotional policies of the organization;
- Not keeping employee records updated;
- Delays in leave sanctioning to employees;
- Bias and prejudices towards employees in disciplinary cases;
There are several such instances for which the HR people (please don't mind) should actually review their policies and personal attitudes. They must remember that a happy employee is an invaluable asset for the organization. Employees just need sympathetic consideration of their problems. Try to get their REAL respect and become an asset to the organization too.
Another advantage of employee satisfaction is that you will not face any trade union problem. A satisfied employee never goes to take shelter of any trade union. Once the matter goes to some trade union, that gets so much exaggerated that the same becomes a very complex problem and headache for the management to settle easily. Negative attitudes of managers and HR always prove as a loss-full venture for the organization.
Due to my employee-friendly policies, I never had to face any trade union problem during 39+ years of my service career, even during the worst circumstances with some other departments of the organization.
Of course, I won't advise you to become such a type of employee-friendly that may not be in the interest of the organization's values, vision, and mission.
P S Dhingra
Vigilance & Management Consultant
Dhingra Management Consultancy Group
New Delhi
[dcgroup@gmail.com](mailto:dcgroup@gmail.com)
From India, New Delhi
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Sir,
That was a really good reply, thanks for clarifying all the aspects of HR which we can get only from experienced people like you. But the thing is that the company we are working for has no respect for its HR people. Moreover, they have not given any power/authority to them, due to which we can't do anything or implement anything. In a situation like this, it is quite frustrating for the HR people because there are no rules and regulations for the employees. Even if some rules are there, some employees don't follow them. Sometimes, an employee is on leave, and there is no intimation... still, we can't do anything. Some employees don't punch in regularly... still, we can't do anything. So, the question here is the power and authority, which is absent in our organization. Another issue is the undue interference from all sides in HR. For example, if we do any work.
As far as the attitude is concerned, I am too lenient and soft-spoken to everyone. In fact, all of us are very employee-friendly. So, I just don't understand where we are wrong.
Quote by psdhingra:
Hi Meenakshi,
Nice question with curiosity to learn something!
There are several reasons employees are rude, arrogant, and averse against HR people. As per Ravi Khairnar, who did not agree with you, "HR is respectable." No doubt they are respectable, but most of them are not respected. There is a great difference between the two terms, "respectable" and "respected." They are respectable due to their role of being an enabler, facilitator, mediator, and leader, but how many command respect and get respected is a matter to be seriously investigated in their absence. They can't gauge their own respect by employees. It is assessed by others who have some interaction with employees.
HR people can get respect only if they are employee-friendly; otherwise, in the name of respect, it is shown only at their face and are contempted at their back for their several drawbacks and attitudes. Ravi Khairnar has rightly pointed out they are respectable "if we are able to bridge the gap between Mgt & Employee." But the question arises, who should bridge the gap between management and employee, whether employee or management. Again, it is HR, who should do this part of the function of bridging the gap between management and employee.
A few instances are given below due to which the HR people command disrespect rather than respect, irrespective of their being respectable:
- Ego problems and not being easily approachable, due to their being in HR and being overconfident that they are enablers, facilitators, mediators, and leaders;
- Not being employee-friendly and not understanding employee problems. Being enablers, facilitators, mediators, and leaders, they must need to become employee-friendly;
- Negative approach in employee financial benefits;
- Delays in employee promotions, irrespective of the clear promotional policies of the organization;
- Not keeping employee records updated;
- Delays in leave sanctioning to employees;
- Bias and prejudices towards employees in disciplinary cases;
There are several such instances for which the HR people (please don't mind) should actually review their policies and personal attitudes. They must remember that a happy employee is an invaluable asset for the organization. Employees just need sympathetic consideration of their problems. Try to get their REAL respect and become an asset to the organization too.
Another advantage of employee satisfaction is that you will not face any trade union problem. A satisfied employee never goes to take shelter of any trade union. Once the matter goes to some trade union, that gets so much exaggerated that the same becomes a very complex problem and headache for the management to settle easily. Negative attitudes of managers and HR always prove as a loss-full venture for the organization.
Due to my employee-friendly policies, I never had to face any trade union problem during 39+ years of my service career, even during the worst circumstances with some other departments of the organization.
Of course, I won't advise you to become such a type of employee-friendly that may not be in the interest of the organization's values, vision, and mission.
P S Dhingra
Vigilance & Management Consultant
Dhingra Management Consultancy Group
New Delhi
[dcgroup@gmail.com](mailto:dcgroup@gmail.com)
From India, New Delhi
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Mr. Tarique, I think you are absolutely wrong in judging HR people, as is everyone. The thing that disturbs me the most is why do you people feel that we are superior? We are as good as the other employees. Personally, I feel that others perceive us to have ego or attitude, which is incomprehensible. They fail to understand that HR is a challenging job because dealing with all the employees is difficult, something not everyone can do. Regarding help, its effectiveness may vary from individual to individual.
I do not agree with what you have mentioned. Instead, what Mr. PS Dhingra has stated is 100% correct. Throughout my entire working career, I have never encountered an HR professional who has genuinely helped employees; instead, they have often created more trouble. They have established policies that were not employee-friendly, delayed promotions and appraisals, and, worst of all, lacked transparency and proactive communication in any delays. Additionally, HR personnel tend to believe they are superior to others, forgetting that HR is simply a support function and nothing more.
From India, New Delhi
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I do not agree with what you have mentioned. Instead, what Mr. PS Dhingra has stated is 100% correct. Throughout my entire working career, I have never encountered an HR professional who has genuinely helped employees; instead, they have often created more trouble. They have established policies that were not employee-friendly, delayed promotions and appraisals, and, worst of all, lacked transparency and proactive communication in any delays. Additionally, HR personnel tend to believe they are superior to others, forgetting that HR is simply a support function and nothing more.
From India, New Delhi
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In response to Tariq:
Please understand what OT means. In manufacturing industries, when the order increases or additional units have to be produced, or even if additional work has to be completed in a short span of time, they extend the working hours and employees get paid for that.
I have also been in a BPO - worked from evening 6:00 PM to the next day morning 9:00 am during the initial stage...not because I had an extra load, but because the work has to be completed in that time itself.
You know how time matters in a BPO industry - a client may have a conference call, or even your juniors may look up to you as their team lead and may not respect the reason for being on time.
I agree with whatever your HR has to say - coming on time is very essential in a BPO.. and then you have not been given a new load, right? As a team lead - you are expected to complete certain things on time. Otherwise, you could have still been the junior person, right?
Regarding your appraisal - your HR is not the ultimate decision-maker - please clarify with your Ops Head. Because your Ops head is the person who decides who is billable to what amount.
You are a team lead - and you have all the rights to walk up to your Ops head and ask, "Hello- May I know how much I am being billed for?"
It's not just you - as I mentioned I have also worked in a BPO (Recruitment outsourcing company) in my initial period.. I was not the HR then. Anyhow - my HR used to work for 12 hours. We used to have 2 hours - one to take care of morning shifts and the other night shifts - on a rotational basis. So - my HR's were really good, and our appraisals were on time.. Not because of them, but because my Ops head was good.
Anyhow - there was some amount of cheating involved (with the Management, not HR) as far as incentives were concerned.. So that part you need to sit with your Operations Head and understand. FYI - we in India are billed close to $10 an hour. (this is not for a team Lead, it's for a junior person - say the most minimum - so for you it must be higher)
This I came to know after I moved out of the BPO Industry :-) Late Information though...
Really - you are talking about limitations? Why don't you stop crying that you are working extra hours when you are actually supposed to complete within a specified time and keep going? You can't - you have your reasons to justify. Only you know the difficulty of your problems. Similarly, only HR knows their difficulty.
Honey, HR is not blind... HR will prepare all employee-friendly policies, discuss with Managers/boss who nod their heads - and would later see their policies/draft in the trash.
Sweetheart, HR is not the policy creator.. The problem is you think that HR is GOD. Else- why do you think that HR can solve all your problems? They can help communicate the information (but there is a tactic for this :-) ) Rest is all left to the hands of your employer.
Remember - HR does not get to follow different rules. Change your attitude (not just to HR) but to anyone who is not able to grant you what you want. What you see around is not exactly how things are in the world. Especially in the BPO industry. This you will learn once you come out of the industry... Good Luck!
From India, Madras
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Please understand what OT means. In manufacturing industries, when the order increases or additional units have to be produced, or even if additional work has to be completed in a short span of time, they extend the working hours and employees get paid for that.
I have also been in a BPO - worked from evening 6:00 PM to the next day morning 9:00 am during the initial stage...not because I had an extra load, but because the work has to be completed in that time itself.
You know how time matters in a BPO industry - a client may have a conference call, or even your juniors may look up to you as their team lead and may not respect the reason for being on time.
I agree with whatever your HR has to say - coming on time is very essential in a BPO.. and then you have not been given a new load, right? As a team lead - you are expected to complete certain things on time. Otherwise, you could have still been the junior person, right?
Regarding your appraisal - your HR is not the ultimate decision-maker - please clarify with your Ops Head. Because your Ops head is the person who decides who is billable to what amount.
You are a team lead - and you have all the rights to walk up to your Ops head and ask, "Hello- May I know how much I am being billed for?"
It's not just you - as I mentioned I have also worked in a BPO (Recruitment outsourcing company) in my initial period.. I was not the HR then. Anyhow - my HR used to work for 12 hours. We used to have 2 hours - one to take care of morning shifts and the other night shifts - on a rotational basis. So - my HR's were really good, and our appraisals were on time.. Not because of them, but because my Ops head was good.
Anyhow - there was some amount of cheating involved (with the Management, not HR) as far as incentives were concerned.. So that part you need to sit with your Operations Head and understand. FYI - we in India are billed close to $10 an hour. (this is not for a team Lead, it's for a junior person - say the most minimum - so for you it must be higher)
This I came to know after I moved out of the BPO Industry :-) Late Information though...
Really - you are talking about limitations? Why don't you stop crying that you are working extra hours when you are actually supposed to complete within a specified time and keep going? You can't - you have your reasons to justify. Only you know the difficulty of your problems. Similarly, only HR knows their difficulty.
Honey, HR is not blind... HR will prepare all employee-friendly policies, discuss with Managers/boss who nod their heads - and would later see their policies/draft in the trash.
Sweetheart, HR is not the policy creator.. The problem is you think that HR is GOD. Else- why do you think that HR can solve all your problems? They can help communicate the information (but there is a tactic for this :-) ) Rest is all left to the hands of your employer.
Remember - HR does not get to follow different rules. Change your attitude (not just to HR) but to anyone who is not able to grant you what you want. What you see around is not exactly how things are in the world. Especially in the BPO industry. This you will learn once you come out of the industry... Good Luck!
From India, Madras
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Tariq - Nowhere I had two different opinions.
Ash: What I don't understand is that at one point you say HR is merely an implementor and refuse to take blame for any policy or work done by HR, then at the very next instance, you jump to supporting HR.
If you take the time to read what you have typed above, my dear, both sentences mean the same. You are plainly driven by emotions.
I only need you to understand that I don't necessarily support the HR people - but I respect the HR function and try to abide by what is expected. I apologize if whatever I have typed has not given you the time to understand and comprehend it in the right way (which a person without emotions will be able to do).
To me, whatever you have mentioned is just an employee who is not able to see the other side of what is happening. Or simply, you don't value others' contributions. If you feel that people you are working with are not being responsible, please request them to be so. Don't generalize the situation. Learn to respect another profession; only then will people respect you.
If you expect delays to be proactively communicated, then you should probably request that, not on citehr, but to your HR.
Even before you ask someone to understand you, please take the time to read what message they are trying to get across to your head. Stay focused and don't lose focus. Unfortunately, I can't deal with your emotions.
I can't change your attitude, and neither will I nod my head to all the cry talk. Take a look at the big picture. People who complain can only keep complaining. I know you will surely revert. That will justify the above statement too.
When you requested the person who started the thread to work as a Non-HR, I would like you to think over this - Did anyone tell you that your work was bad? I guess you have been stressed over a few things, and you are just not able to think in the right direction. No matter what people are trying to communicate with you, you turn into an argumentative person.
Good Luck!
From India, Madras
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Ash: What I don't understand is that at one point you say HR is merely an implementor and refuse to take blame for any policy or work done by HR, then at the very next instance, you jump to supporting HR.
If you take the time to read what you have typed above, my dear, both sentences mean the same. You are plainly driven by emotions.
I only need you to understand that I don't necessarily support the HR people - but I respect the HR function and try to abide by what is expected. I apologize if whatever I have typed has not given you the time to understand and comprehend it in the right way (which a person without emotions will be able to do).
To me, whatever you have mentioned is just an employee who is not able to see the other side of what is happening. Or simply, you don't value others' contributions. If you feel that people you are working with are not being responsible, please request them to be so. Don't generalize the situation. Learn to respect another profession; only then will people respect you.
If you expect delays to be proactively communicated, then you should probably request that, not on citehr, but to your HR.
Even before you ask someone to understand you, please take the time to read what message they are trying to get across to your head. Stay focused and don't lose focus. Unfortunately, I can't deal with your emotions.
I can't change your attitude, and neither will I nod my head to all the cry talk. Take a look at the big picture. People who complain can only keep complaining. I know you will surely revert. That will justify the above statement too.
When you requested the person who started the thread to work as a Non-HR, I would like you to think over this - Did anyone tell you that your work was bad? I guess you have been stressed over a few things, and you are just not able to think in the right direction. No matter what people are trying to communicate with you, you turn into an argumentative person.
Good Luck!
From India, Madras
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Dear Meenakshi,
First of all, KUDOS to you for starting this thread. Quite bold and debatable, I must say!
Let's go back to our childhood! Remember, whenever we used to get scolded by either of our parents, we would look up to one of them in the hope that either mother or father would save us.
Believe me, in the corporate world, the same dynamic happens. Employees are like children who look up to HR with great hopes during hard times. That's where this profession becomes challenging; you have to live up to employee expectations while remaining loyal to management.
However, ironically, in recent times, this challenging and noble profession is becoming tainted as some bad actors spoil the pond.
One of my very good friends who heads the HR department in one of the leading group companies in India described complete HR in five words:
H - Hear
U - Understand
M - Motivate
A - Acknowledge
N - Negotiate
As luck would have it, not every HR professional follows this nowadays, and I do not blame them completely. Most of the time, they are engrossed in quantity over quality, leaving out or completely ignoring the crucial branch of HR - Employee relations.
Yes, ensuring adherence to Company Policies and procedures is HR's job, but at the same time, ensuring those policies and procedures are employee-friendly is also a vital responsibility of HR. I'm not targeting the HR fraternity here, but as I mentioned above, "some bad actors are spoiling the pond."
Now, let me share with you the policy of a very famous company in India (I can't name it for obvious reasons):
- The probation period is for 18 months (whereas normally it is 6 months).
- No leaves are allowed during the probation period (only 4 sick leaves are permitted, else salary deduction).
- A 3-month notice period!!!
Honestly, tell me, how employee-friendly are these policies?
Can the Management or HR of this company ever achieve Employee Satisfaction?
These are the burning questions that are still left unanswered.
Honestly speaking, most of us have stopped "serving" as we are only "working." Considering anything as service will not only keep us focused and concerned toward our employees, but also prevent us from becoming bored (as we keep on complaining that our job has become monotonous!).
Regards,
Danny
From India, Delhi
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First of all, KUDOS to you for starting this thread. Quite bold and debatable, I must say!
Let's go back to our childhood! Remember, whenever we used to get scolded by either of our parents, we would look up to one of them in the hope that either mother or father would save us.
Believe me, in the corporate world, the same dynamic happens. Employees are like children who look up to HR with great hopes during hard times. That's where this profession becomes challenging; you have to live up to employee expectations while remaining loyal to management.
However, ironically, in recent times, this challenging and noble profession is becoming tainted as some bad actors spoil the pond.
One of my very good friends who heads the HR department in one of the leading group companies in India described complete HR in five words:
H - Hear
U - Understand
M - Motivate
A - Acknowledge
N - Negotiate
As luck would have it, not every HR professional follows this nowadays, and I do not blame them completely. Most of the time, they are engrossed in quantity over quality, leaving out or completely ignoring the crucial branch of HR - Employee relations.
Yes, ensuring adherence to Company Policies and procedures is HR's job, but at the same time, ensuring those policies and procedures are employee-friendly is also a vital responsibility of HR. I'm not targeting the HR fraternity here, but as I mentioned above, "some bad actors are spoiling the pond."
Now, let me share with you the policy of a very famous company in India (I can't name it for obvious reasons):
- The probation period is for 18 months (whereas normally it is 6 months).
- No leaves are allowed during the probation period (only 4 sick leaves are permitted, else salary deduction).
- A 3-month notice period!!!
Honestly, tell me, how employee-friendly are these policies?
Can the Management or HR of this company ever achieve Employee Satisfaction?
These are the burning questions that are still left unanswered.
Honestly speaking, most of us have stopped "serving" as we are only "working." Considering anything as service will not only keep us focused and concerned toward our employees, but also prevent us from becoming bored (as we keep on complaining that our job has become monotonous!).
Regards,
Danny
From India, Delhi
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Ash:
Also, tell me, if you hate Congress, that doesn't make you a traitor, correct? Or if you hate the US of A, then that doesn't make you a terrorist, right? So, please get over this "If you love HR, you love the world and if you hate HR you hate the world" attitude. Just because I don't like HR and its policies, it doesn't make me anti-people, anti-humanity, or a person filled with negativity and a crybaby.
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Also, tell me, if you hate Congress, that doesn't make you a traitor, correct? Or if you hate the US of A, then that doesn't make you a terrorist, right? So, please get over this "If you love HR, you love the world and if you hate HR you hate the world" attitude. Just because I don't like HR and its policies, it doesn't make me anti-people, anti-humanity, or a person filled with negativity and a crybaby.
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Well ask the Animals in a Circus whether they like their Ring-Master and you would know why employees are so much averse against HR personnell
From India, Mumbai
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From India, Mumbai
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I understand the frustration of people. See how 300+ people responded to an article "Human Resource or Harassing Resource" at [http://www.siliconindia.com/shownews/HR__Human_Resource_or_Harassing_Resource-nid-63540.html](http://www.siliconindia.com/shownews/HR__Human_Resource_or_Harassing_Resource-nid-63540.html).
I think the recent mass layoffs, recession impact on paychecks, policies, etc., would have definitely influenced people's attitudes towards this wonderful profession.
HR jobs are one of the most critical roles in any organization, irrespective of its size. The quality of the HR department depends on the person in the HR Office and, more importantly, on the delegation of power and management style by the CEO and investors. Another critical aspect for the success of the HR department would be the level of understanding with line management.
These are some hardcore realities...
1. HR Managers can't do social service inside the organization because HR needs to promote the CEO or Company (they are paid for that job, right?).
2. Please don't expect HR to come up with 'employee-friendly' policies but they should be 'investor-friendly'.
3. Across the globe, the role of HR is changing, taking on the flavor of a strategist, profit center, etc.
4. HR should come out of the "oh poor me" image; it won't work anymore (employees are aware that HR only communicates what Top Management decides).
5. HR folks can easily become 'scapegoats' for the non-professional practices of certain investors. So, stay away from such traps, maintain certain values, and please, don't get fascinated with fat paychecks alone.
6. Companies should enable more transparency in terms of processes, and here HR needs to convince the management (they need to show the money).
7. Investors should not only consider HR as their messenger but also give due importance to HR's opinion in decision-making regarding people practices.
8. HR should share the "Discipline Manager" role with Line Management.
9. Like any other profession, there can be lazy, indifferent, and egocentric people who stay in a job just by engaging in unnecessary power politics. In this profession also, either they need to learn professional practices or investors will suffer.
From India, Bangalore
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I think the recent mass layoffs, recession impact on paychecks, policies, etc., would have definitely influenced people's attitudes towards this wonderful profession.
HR jobs are one of the most critical roles in any organization, irrespective of its size. The quality of the HR department depends on the person in the HR Office and, more importantly, on the delegation of power and management style by the CEO and investors. Another critical aspect for the success of the HR department would be the level of understanding with line management.
These are some hardcore realities...
1. HR Managers can't do social service inside the organization because HR needs to promote the CEO or Company (they are paid for that job, right?).
2. Please don't expect HR to come up with 'employee-friendly' policies but they should be 'investor-friendly'.
3. Across the globe, the role of HR is changing, taking on the flavor of a strategist, profit center, etc.
4. HR should come out of the "oh poor me" image; it won't work anymore (employees are aware that HR only communicates what Top Management decides).
5. HR folks can easily become 'scapegoats' for the non-professional practices of certain investors. So, stay away from such traps, maintain certain values, and please, don't get fascinated with fat paychecks alone.
6. Companies should enable more transparency in terms of processes, and here HR needs to convince the management (they need to show the money).
7. Investors should not only consider HR as their messenger but also give due importance to HR's opinion in decision-making regarding people practices.
8. HR should share the "Discipline Manager" role with Line Management.
9. Like any other profession, there can be lazy, indifferent, and egocentric people who stay in a job just by engaging in unnecessary power politics. In this profession also, either they need to learn professional practices or investors will suffer.
From India, Bangalore
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No......... No all employees so much averse against hr. There is only some of people who dislikes hr. I think the hr is the best person in company who is visually trying to do the best.
From India, Pune
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From India, Pune
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My Dear Ash,
At first, you ask me about what my experiences are regarding HR, and then you tell me that I should not generalize the situation. Instead, I should direct it to the concerned people and not cite HR. I was sharing my experience and the reasons for my opinions about HR. Either you should not ask questions, or if you do, please listen and try to understand. The way you are behaving is actually typical of HR behavior—don't listen, don't understand, just keep on saying what you want to say.
Regarding Meenakshi, I mentioned her because she suggested trying to be an HR. From my perspective, I suggest trying to be a non-HR so she can understand how other employees feel. Can't you see for yourself that in this entire conversation, only HRs claim they are right, while everyone else says the opposite? Can't you see this obvious pattern?
Anyways, I conclude my argument here because you can't argue with HR; the only thing HR is good at is arguing, plain and simple.
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At first, you ask me about what my experiences are regarding HR, and then you tell me that I should not generalize the situation. Instead, I should direct it to the concerned people and not cite HR. I was sharing my experience and the reasons for my opinions about HR. Either you should not ask questions, or if you do, please listen and try to understand. The way you are behaving is actually typical of HR behavior—don't listen, don't understand, just keep on saying what you want to say.
Regarding Meenakshi, I mentioned her because she suggested trying to be an HR. From my perspective, I suggest trying to be a non-HR so she can understand how other employees feel. Can't you see for yourself that in this entire conversation, only HRs claim they are right, while everyone else says the opposite? Can't you see this obvious pattern?
Anyways, I conclude my argument here because you can't argue with HR; the only thing HR is good at is arguing, plain and simple.
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Also, I rest my argument here with ASH as you cannot argue with HR so its better not to get in mud slinging. Spl the one who cannot stick the thier own word
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Dear Tariq,
I appreciate your postings and share your hurt and feeling of humiliation. Thanks for all the trouble you are taking in holding up the mirror.
What emerges is not a friendly, warm, supportive image; but an obstinate, stubborn bully who refuses to listen, who is insensitive to see the other's viewpoint, who thinks s/he is always right.
A small criticism, and the HR fraternity; instead of "listening" with sensitivity to the woes and pains of others; is on the defensive; rather on the offensive - this fellow must be taught 'the lesson'!!
Why can't we accept that most often the HR are callous and insensitive. They lack the technical competency to understand their own functional areas (not to speak of the business operations).
Compare it with the technical competency of Finance people. Even though they are also not technical persons, they understand operations to an extent that they can allocate costs and revenue at each step; point out wasteful expenditures, audit the system etc.
It is very rarely that I come across an HR who is soft-spoken, humble, warm, enthusiastic, friendly and sharp. Rather, such qualities are looked down upon, and an HR who acts like a 'policeman' or a bully is preferred!!!
It is the king-size ego that an HR acquires (due to his situational proximity with the management or the "Big Boss"), which spoils him/her beyond redemption.
Warm regards.
From India, Delhi
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I appreciate your postings and share your hurt and feeling of humiliation. Thanks for all the trouble you are taking in holding up the mirror.
What emerges is not a friendly, warm, supportive image; but an obstinate, stubborn bully who refuses to listen, who is insensitive to see the other's viewpoint, who thinks s/he is always right.
A small criticism, and the HR fraternity; instead of "listening" with sensitivity to the woes and pains of others; is on the defensive; rather on the offensive - this fellow must be taught 'the lesson'!!
Why can't we accept that most often the HR are callous and insensitive. They lack the technical competency to understand their own functional areas (not to speak of the business operations).
Compare it with the technical competency of Finance people. Even though they are also not technical persons, they understand operations to an extent that they can allocate costs and revenue at each step; point out wasteful expenditures, audit the system etc.
It is very rarely that I come across an HR who is soft-spoken, humble, warm, enthusiastic, friendly and sharp. Rather, such qualities are looked down upon, and an HR who acts like a 'policeman' or a bully is preferred!!!
It is the king-size ego that an HR acquires (due to his situational proximity with the management or the "Big Boss"), which spoils him/her beyond redemption.
Warm regards.
From India, Delhi
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Tariq needs a chill pill :-)
Tariq, I have only one thing to tell you - don't underestimate any profession, don't generalize it because you have had a tough time. Learn to respect. It's not at all a surprise to see that a person like you is frustrated. Because if you have so much time and patience to type such underestimating words, I am sure you must have behaved and spoken even worse to your HR's. At last - everybody is human. Give respect and take respect. Good luck in your career!
@ Raj Kumar - I don't know which decade of HR's you are talking about. Because - I don't call whatever you say HR as HR. It makes absolutely no connection to at least what I have seen in my tenure until now. Probably that's how people were, and now things are seen in a different light.
From India, Madras
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Tariq, I have only one thing to tell you - don't underestimate any profession, don't generalize it because you have had a tough time. Learn to respect. It's not at all a surprise to see that a person like you is frustrated. Because if you have so much time and patience to type such underestimating words, I am sure you must have behaved and spoken even worse to your HR's. At last - everybody is human. Give respect and take respect. Good luck in your career!
@ Raj Kumar - I don't know which decade of HR's you are talking about. Because - I don't call whatever you say HR as HR. It makes absolutely no connection to at least what I have seen in my tenure until now. Probably that's how people were, and now things are seen in a different light.
From India, Madras
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Typical HR response. That's what I mean when I say HR behaves like GOD. Just a support staff and pretends to run and control the entire organization. Just because I don't like HR, you jumped to the conclusion that how I must have behaved badly with the HR and what bad words I might have used. This is when you don't know a bit about me as a person. This is a classic example of what HR does to its employees.
Ash, just because you refuse to accept something doesn't mean that it doesn't exist. I can be wrong, but not all people who don't like HR. But then again for all those people again you will jump to the conclusion that "oh... those people... well, they are just people with negative attitudes and they don't know about HR, etc., etc..."
That's why I said "An HR can make an HR understand that what noble work they are doing" and no one else will either understand this or agree to this. Keep ranting this that HR is noble and they are doing a social service...
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Ash, just because you refuse to accept something doesn't mean that it doesn't exist. I can be wrong, but not all people who don't like HR. But then again for all those people again you will jump to the conclusion that "oh... those people... well, they are just people with negative attitudes and they don't know about HR, etc., etc..."
That's why I said "An HR can make an HR understand that what noble work they are doing" and no one else will either understand this or agree to this. Keep ranting this that HR is noble and they are doing a social service...
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I may agree with @Rajkumar on certain points, but certain points are baseless allegations or can be purely "perception."
What emerges is not a friendly, warm, supportive image, but an obstinate, stubborn bully who refuses to listen, who is insensitive to see the other's viewpoint, who thinks he/she is always right. Yes, there are professionals like this. It is because of their attitude and inadequate leadership orientation. In any other profession, people may not consider this as so serious, but it is a truth that employees are expecting their HR to listen, be sensitive to the team, and communicate well with all. HR should be a person with so much patience and ability to empathize.
A small criticism, and the HR fraternity; instead of "listening" with sensitivity to the woes and pains of others; is on the defensive; rather on the offensive - this fellow must be taught 'the lesson'!! Yes, there are professionals like this.
Why can't we accept that most often HR professionals are callous and insensitive? They lack the technical competency to understand their own functional areas (not to speak of the business operations). No, I think we should not generalize it. In your personal experience, you should have met such HR professionals in a particular industry vertical. I do agree there are HR folks who fit your definition and lack functional knowledge...but whose fault is it? The CEO, right?
Compare it with the technical competency of Finance people. Even though they are also not technical persons, they understand operations to an extent that they can allocate costs and revenue at each step, point out wasteful expenditures, audit the system, etc. See, HR also does similar exercises, where managements delegate power to do this. There are companies that consider HR as a strategic business partner.
It is very rare that I come across an HR professional who is soft-spoken, humble, warm, enthusiastic, friendly, and sharp. Rather, such qualities are looked down upon, and an HR who acts like a 'policeman' or a bully is preferred. It is your experience. Experience can influence perception to a large extent. Next time, when you meet another HR professional, this perception will make you biased. Even writing this, that bias would have influenced you; that is quite normal. A single person in a profession can also spoil the image of the profession. Unfortunately in India, we don't have any strict code of conduct like that of Chartered Accountants or Audit for HR.
It is the king-size ego that an HR acquires (due to his situational proximity with the management or the "Big Boss"), which spoils him/her beyond redemption. Yes, there are professionals like this. It is because of their attitude and inadequate leadership orientation. Hope they will get acquainted with the latest developments in HR and change to Social HR.
However, I would like to repeat again....
HR's job is one of the most critical jobs in any organization, irrespective of its size. The quality of the HR department depends on the person who sits in the HR Office and, more importantly, delegation of power and management style by the CEO and investors. Another critical aspect for the success of the HR department would be the level of understanding with line management folks.
From India, Bangalore
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What emerges is not a friendly, warm, supportive image, but an obstinate, stubborn bully who refuses to listen, who is insensitive to see the other's viewpoint, who thinks he/she is always right. Yes, there are professionals like this. It is because of their attitude and inadequate leadership orientation. In any other profession, people may not consider this as so serious, but it is a truth that employees are expecting their HR to listen, be sensitive to the team, and communicate well with all. HR should be a person with so much patience and ability to empathize.
A small criticism, and the HR fraternity; instead of "listening" with sensitivity to the woes and pains of others; is on the defensive; rather on the offensive - this fellow must be taught 'the lesson'!! Yes, there are professionals like this.
Why can't we accept that most often HR professionals are callous and insensitive? They lack the technical competency to understand their own functional areas (not to speak of the business operations). No, I think we should not generalize it. In your personal experience, you should have met such HR professionals in a particular industry vertical. I do agree there are HR folks who fit your definition and lack functional knowledge...but whose fault is it? The CEO, right?
Compare it with the technical competency of Finance people. Even though they are also not technical persons, they understand operations to an extent that they can allocate costs and revenue at each step, point out wasteful expenditures, audit the system, etc. See, HR also does similar exercises, where managements delegate power to do this. There are companies that consider HR as a strategic business partner.
It is very rare that I come across an HR professional who is soft-spoken, humble, warm, enthusiastic, friendly, and sharp. Rather, such qualities are looked down upon, and an HR who acts like a 'policeman' or a bully is preferred. It is your experience. Experience can influence perception to a large extent. Next time, when you meet another HR professional, this perception will make you biased. Even writing this, that bias would have influenced you; that is quite normal. A single person in a profession can also spoil the image of the profession. Unfortunately in India, we don't have any strict code of conduct like that of Chartered Accountants or Audit for HR.
It is the king-size ego that an HR acquires (due to his situational proximity with the management or the "Big Boss"), which spoils him/her beyond redemption. Yes, there are professionals like this. It is because of their attitude and inadequate leadership orientation. Hope they will get acquainted with the latest developments in HR and change to Social HR.
However, I would like to repeat again....
HR's job is one of the most critical jobs in any organization, irrespective of its size. The quality of the HR department depends on the person who sits in the HR Office and, more importantly, delegation of power and management style by the CEO and investors. Another critical aspect for the success of the HR department would be the level of understanding with line management folks.
From India, Bangalore
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Ash,
You are HR to the core, so no matter how many people say or agree with me, you will never agree that HR can be wrong. HR people can be wrong. HR policies can be wrong. You pick one instance out of the stack and quote that out of context, and on top of it, you tell me that I am creating statements. Never in the entire thread, even once did you admit that HR can be wrong, even when I gave you specific examples. Instead, you mentioned that these points should be asked to your HR and not on cit HR. You forgot that I was giving an example of how HR behaves. You can find so many examples in this entire thread where people have quoted specifics. Are those also unprofessional, emotion-driven, grief-struck people? Maybe in your words, yes, they all are the same as me.
I talk about HR, you bring all the departments into the picture that I should respect all. How do you know if I respect all professionals or departments? Did I ever mention anything else other than HR? This is what we call HR attitude. HR can never be wrong; the world can be wrong. God bless HR... Long live HR... You want HR to be respected, not for HR to earn respect. Just because you think you are doing a good job as an HR doesn't mean that HR is great.
Secondly, I am no kid; better get this straight once and for all. I don't want to call you names, so don't make such remarks. Got that? Also, anyone can see who is driven by emotions. I never called you a kid, an unprofessional person, and so on. All the time, I was talking about HR and you, as in HR, but you are the one who is calling me names. Is that frustration, or are your emotions overpowering you?
Lastly, I would not take any professionalism lecture from HR, least of all from you, who knows nothing about me.
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You are HR to the core, so no matter how many people say or agree with me, you will never agree that HR can be wrong. HR people can be wrong. HR policies can be wrong. You pick one instance out of the stack and quote that out of context, and on top of it, you tell me that I am creating statements. Never in the entire thread, even once did you admit that HR can be wrong, even when I gave you specific examples. Instead, you mentioned that these points should be asked to your HR and not on cit HR. You forgot that I was giving an example of how HR behaves. You can find so many examples in this entire thread where people have quoted specifics. Are those also unprofessional, emotion-driven, grief-struck people? Maybe in your words, yes, they all are the same as me.
I talk about HR, you bring all the departments into the picture that I should respect all. How do you know if I respect all professionals or departments? Did I ever mention anything else other than HR? This is what we call HR attitude. HR can never be wrong; the world can be wrong. God bless HR... Long live HR... You want HR to be respected, not for HR to earn respect. Just because you think you are doing a good job as an HR doesn't mean that HR is great.
Secondly, I am no kid; better get this straight once and for all. I don't want to call you names, so don't make such remarks. Got that? Also, anyone can see who is driven by emotions. I never called you a kid, an unprofessional person, and so on. All the time, I was talking about HR and you, as in HR, but you are the one who is calling me names. Is that frustration, or are your emotions overpowering you?
Lastly, I would not take any professionalism lecture from HR, least of all from you, who knows nothing about me.
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Mr. P S Dhingra,
Thank you so much for your knowledgeable views about HR. However, in organizations, HR is not respected at all. There seems to be a lack of power and authority within the HR function. In terms of behavior, we are very soft-spoken and lenient towards everyone, yet employees still display arrogance and aversion towards us. There is undue interference from individuals unrelated to HR who hold power and authority due to their positions within top management. This interference hinders our ability to take action, leading to frustrating situations where we feel helpless. I believe the issue lies with the mismanagement of the company.
Your insights are greatly appreciated.
Best regards,
From India, New Delhi
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Thank you so much for your knowledgeable views about HR. However, in organizations, HR is not respected at all. There seems to be a lack of power and authority within the HR function. In terms of behavior, we are very soft-spoken and lenient towards everyone, yet employees still display arrogance and aversion towards us. There is undue interference from individuals unrelated to HR who hold power and authority due to their positions within top management. This interference hinders our ability to take action, leading to frustrating situations where we feel helpless. I believe the issue lies with the mismanagement of the company.
Your insights are greatly appreciated.
Best regards,
From India, New Delhi
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Hr is a connecting link between admin and employees and workers. he not only hav 2 satisfy the admin but also the employees. but the salary is paid by admin...
From India, Pune
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From India, Pune
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Dont say this here. HR people will be after you. Cant you read the pro HR posts. Anything and everything which happens in an organization (read: only good things) is done by HR and HR only...
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I wonder how Asha Mathew will react to these postings. Maybe she will call these guys as emotion-driven, grief-struck, unprofessional, unable to see reality, a person who doesn't respect others, a kid who needs a chill pill, etc., etc., etc.
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Guys,
I think you all have taken this a bit too far. Both sides are looking at two different sides of the coin. One is persistent that he sees the tail, and the other is adamant about seeing the head, but both are parts of the same coin.
Let's be mature enough to understand that each person has an opinion, and no opinion is right or wrong. We react to our experiences and to what we see around us. There is no right or wrong except in the way we see things. So, respect each other's opinions and don't argue. My Hotmail inbox is getting too full :).
Regards,
Veena
From India, Mumbai
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I think you all have taken this a bit too far. Both sides are looking at two different sides of the coin. One is persistent that he sees the tail, and the other is adamant about seeing the head, but both are parts of the same coin.
Let's be mature enough to understand that each person has an opinion, and no opinion is right or wrong. We react to our experiences and to what we see around us. There is no right or wrong except in the way we see things. So, respect each other's opinions and don't argue. My Hotmail inbox is getting too full :).
Regards,
Veena
From India, Mumbai
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Dear Aarti,
Please post this as a new thread with more information on which area you are looking for improvement. Are you a fresher or an experienced person? Share more information, and we may be able to guide you with some resources.
Thanks,
From India, Madras
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Please post this as a new thread with more information on which area you are looking for improvement. Are you a fresher or an experienced person? Share more information, and we may be able to guide you with some resources.
Thanks,
From India, Madras
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Dear Meenakshi,
Sorry for the delay in replying to your post due to my preoccupations.
About the plight of the HR personnel that you pointed out, I can understand to some extent it is there for them, as sometimes top management tries to use HR personnel as their tool by keeping themselves in disguise to avoid the employees' anger. But, it is not the case in every organization. If such a situation arises, an HR professional must handle it tactfully to avoid conflict with both superiors and subordinates.
You can understand that every employee has duties and responsibilities that should be discharged sincerely under certain laws, rules, and regulations, without fear or compulsion from anyone and not as a puppet of a superior.
I can share two examples from my experience. In one instance, my boss instructed me to issue a Charge Sheet to a subordinate based on verbal orders from his boss. I explained my role as a Disciplinary Authority and the importance of making decisions independently. I managed to resolve the issue without compromising my integrity.
In another case, my boss directed me to take disciplinary action against two officers without understanding the full context. After investigating, I found that the actions were based on verbal instructions from another unit. I presented the facts to my boss and avoided taking the wrong action.
In conclusion, as an HR professional, it's essential to use your expertise to handle interference effectively and prevent unjust decisions. By demonstrating your knowledge and professionalism, you can navigate challenging situations successfully.
Hope this addresses your concerns?
P S Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
[/QUOTE]
From India, Delhi
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Sorry for the delay in replying to your post due to my preoccupations.
About the plight of the HR personnel that you pointed out, I can understand to some extent it is there for them, as sometimes top management tries to use HR personnel as their tool by keeping themselves in disguise to avoid the employees' anger. But, it is not the case in every organization. If such a situation arises, an HR professional must handle it tactfully to avoid conflict with both superiors and subordinates.
You can understand that every employee has duties and responsibilities that should be discharged sincerely under certain laws, rules, and regulations, without fear or compulsion from anyone and not as a puppet of a superior.
I can share two examples from my experience. In one instance, my boss instructed me to issue a Charge Sheet to a subordinate based on verbal orders from his boss. I explained my role as a Disciplinary Authority and the importance of making decisions independently. I managed to resolve the issue without compromising my integrity.
In another case, my boss directed me to take disciplinary action against two officers without understanding the full context. After investigating, I found that the actions were based on verbal instructions from another unit. I presented the facts to my boss and avoided taking the wrong action.
In conclusion, as an HR professional, it's essential to use your expertise to handle interference effectively and prevent unjust decisions. By demonstrating your knowledge and professionalism, you can navigate challenging situations successfully.
Hope this addresses your concerns?
P S Dhingra
Vigilance & Transformation Management Consultant
Dhingra Group of Management & Educational Consultants
New Delhi
[/QUOTE]
From India, Delhi
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Hello Meenakshi,
Good to hear your problem, and I understand why you must have asked this. Leaving all aside, Mr. P S Dhingra has set us an example and motivated us that our decision of being HR is not wrong.
P S Dhingra: The issues or concerns you mentioned are facts I follow most of them, but still, a gap or discomfort between HR and employees exists.
Ms. Meenakshi and Mr. P S Dhingra, thanks for motivating me.
Vanitha
Nashik
From India, Hyderabad
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Good to hear your problem, and I understand why you must have asked this. Leaving all aside, Mr. P S Dhingra has set us an example and motivated us that our decision of being HR is not wrong.
P S Dhingra: The issues or concerns you mentioned are facts I follow most of them, but still, a gap or discomfort between HR and employees exists.
Ms. Meenakshi and Mr. P S Dhingra, thanks for motivating me.
Vanitha
Nashik
From India, Hyderabad
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Hi Meenakshi,
You have raised a nice question, and many answers have come out. The role of HR is to bridge between management and employees. It's like handling a glass - any scratch on one side will reflect on the other. If you want to be good for employees, then management will keep an eye on you. That's why most HR professionals tend to align with management as representatives. We need to be very strategic in handling both people and management. Our leadership qualities will prove and lead us to a better path.
From India, Madras
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You have raised a nice question, and many answers have come out. The role of HR is to bridge between management and employees. It's like handling a glass - any scratch on one side will reflect on the other. If you want to be good for employees, then management will keep an eye on you. That's why most HR professionals tend to align with management as representatives. We need to be very strategic in handling both people and management. Our leadership qualities will prove and lead us to a better path.
From India, Madras
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Dear All,
It's a very good topic. I am very friendly with my colleagues. As an HR personnel, I have to maintain office values, fair policies, and equality in employee treatment. An HR should maintain a balance between management and the workforce. For maintaining this balance, implementing policies is crucial.
If employees come on time, finish their work timely, behave politely, are sincere, and loyal to the company, an HR is very strong in bargaining with management for employee-related matters such as promotions and incentives. Otherwise, HR cannot satisfy the management with employee-related issues and may struggle to convince management. This imbalance leads to frustrations from both the management and employee sides.
To direct the organization to be more employee-friendly, the management plays a crucial role by keeping HR in the forefront, as management knows that HR will handle the issues effectively. I have had such experiences.
Regards,
Soja
From India, Kochi
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It's a very good topic. I am very friendly with my colleagues. As an HR personnel, I have to maintain office values, fair policies, and equality in employee treatment. An HR should maintain a balance between management and the workforce. For maintaining this balance, implementing policies is crucial.
If employees come on time, finish their work timely, behave politely, are sincere, and loyal to the company, an HR is very strong in bargaining with management for employee-related matters such as promotions and incentives. Otherwise, HR cannot satisfy the management with employee-related issues and may struggle to convince management. This imbalance leads to frustrations from both the management and employee sides.
To direct the organization to be more employee-friendly, the management plays a crucial role by keeping HR in the forefront, as management knows that HR will handle the issues effectively. I have had such experiences.
Regards,
Soja
From India, Kochi
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Mr. Dhingra,
I agree with what you have suggested. However, in my case, I have been working for the past two years with another colleague in the HR Department. Despite our friendly nature, we have not been able to gain respect from either the employees or the management. We do not simply act as facilitators; in fact, we strive to resolve even the most minor issues.
What we feel is lacking is the authority to go along with the significant responsibilities we have been given. Can you suggest a way out of this?
Regards,
Ashwini.
From India, Vadodara
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I agree with what you have suggested. However, in my case, I have been working for the past two years with another colleague in the HR Department. Despite our friendly nature, we have not been able to gain respect from either the employees or the management. We do not simply act as facilitators; in fact, we strive to resolve even the most minor issues.
What we feel is lacking is the authority to go along with the significant responsibilities we have been given. Can you suggest a way out of this?
Regards,
Ashwini.
From India, Vadodara
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I strongly agree with Aish. We always tried to bridge the gap between management and employees. Whenever we failed to do so, it might be due to a change in circumstances, lack of management support, or the non-responsive behavior of management. People blame us in such situations.
If we look at it from the employees' point of view, they are right in their perspective. We communicate something to them, and then we fail to fulfill our commitments. Please note, no one considers why it happened; they just see that you didn't follow through, so you are at fault. But that's not true. When we know the truth, why do we need to worry?
Consider the case of firing or termination. We issue notices and termination letters, but do HR personnel really make such decisions? No, such decisions are always made by management. However, being in an HR position, we cannot broadcast this to everyone that it's not our decision.
From India, New Delhi
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If we look at it from the employees' point of view, they are right in their perspective. We communicate something to them, and then we fail to fulfill our commitments. Please note, no one considers why it happened; they just see that you didn't follow through, so you are at fault. But that's not true. When we know the truth, why do we need to worry?
Consider the case of firing or termination. We issue notices and termination letters, but do HR personnel really make such decisions? No, such decisions are always made by management. However, being in an HR position, we cannot broadcast this to everyone that it's not our decision.
From India, New Delhi
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Hi Meenakshi,
I believe HR is the face of the company, and it's our responsibility to change the perception of the people if they have an aversion to behavior towards HR. I have also faced this problem in my career, but later I realized that first, we have to analyze what we are doing right and wrong before proceeding to change people's minds. It's all about how we communicate our message to them, which is crucial. I am sure the perception will change very soon.
I also agree with a few people like Divya and Yanmudri. In conclusion, it's about how we perceive things and handle them in a better way to change people's perceptions.
Regards,
Steffi
HR-Executive
From India, Pune
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I believe HR is the face of the company, and it's our responsibility to change the perception of the people if they have an aversion to behavior towards HR. I have also faced this problem in my career, but later I realized that first, we have to analyze what we are doing right and wrong before proceeding to change people's minds. It's all about how we communicate our message to them, which is crucial. I am sure the perception will change very soon.
I also agree with a few people like Divya and Yanmudri. In conclusion, it's about how we perceive things and handle them in a better way to change people's perceptions.
Regards,
Steffi
HR-Executive
From India, Pune
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HR Manual (Employee Hand Book).doc