Hi everyone!
I have a few skepticisms to be cleared out. One of my friends is facing this problem:
PHASE 1
The boss of the company for which she is working was trying to create a rift between her and her immediate superior (HR Manager) by sneaking around and creating misunderstandings. The situation worsened so much that the executive felt the need to resign from the company, and the manager (AS INSTRUCTED BY THE HEAD) accepted the resignation and didn't even allow the executive to serve the notice period. However, SURPRISINGLY the boss called her up the next day and refused to accept the resignation of the executive and told her to join back considering her good performance. He, on the other hand, took a one-to-one session with the manager and yelled at her and refuted her for the same.
The distraught manager told the executive everything after a couple of days. All the misunderstandings were cleared between them.
Now that the manager and the executive used to share good rapport, the head was pretty uncomfortable due to unknown reasons.
PHASE 2
Although the HR department in the company is streamlined, the Manager needs to take permission from the boss for EVERY small thing. Even the decisions regarding sanctioning of leaves, salary uploading, distribution of incentives, which is SOLELY an HR function, are decided by the boss. There is NO DECENTRALIZATION. The boss interferes in the recruitment and selection pattern, tests, EVERY DAMN thing.
In this situation, the HR manager feels absolutely redundant and useless because she has NO AUTHORITY.
My question to everyone is:
Now that the HR Manager knows that the Boss, whom she used to trust, has shown his true colors by sneaking around about her in front of the HR executive, what should she do? She feels absolutely invaluable in the organization as she has no AUTHORITY even after holding the position of an HR Manager with a staff strength of over 150+.
Should the HR manager leave the company? What should she do...
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I have corrected the spelling, grammar, and paragraph formatting errors in your text. Let me know if you need any further assistance.
From India, Mumbai
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5I have a few skepticisms to be cleared out. One of my friends is facing this problem:
PHASE 1
The boss of the company for which she is working was trying to create a rift between her and her immediate superior (HR Manager) by sneaking around and creating misunderstandings. The situation worsened so much that the executive felt the need to resign from the company, and the manager (AS INSTRUCTED BY THE HEAD) accepted the resignation and didn't even allow the executive to serve the notice period. However, SURPRISINGLY the boss called her up the next day and refused to accept the resignation of the executive and told her to join back considering her good performance. He, on the other hand, took a one-to-one session with the manager and yelled at her and refuted her for the same.
The distraught manager told the executive everything after a couple of days. All the misunderstandings were cleared between them.
Now that the manager and the executive used to share good rapport, the head was pretty uncomfortable due to unknown reasons.
PHASE 2
Although the HR department in the company is streamlined, the Manager needs to take permission from the boss for EVERY small thing. Even the decisions regarding sanctioning of leaves, salary uploading, distribution of incentives, which is SOLELY an HR function, are decided by the boss. There is NO DECENTRALIZATION. The boss interferes in the recruitment and selection pattern, tests, EVERY DAMN thing.
In this situation, the HR manager feels absolutely redundant and useless because she has NO AUTHORITY.
My question to everyone is:
Now that the HR Manager knows that the Boss, whom she used to trust, has shown his true colors by sneaking around about her in front of the HR executive, what should she do? She feels absolutely invaluable in the organization as she has no AUTHORITY even after holding the position of an HR Manager with a staff strength of over 150+.
Should the HR manager leave the company? What should she do...
---
I have corrected the spelling, grammar, and paragraph formatting errors in your text. Let me know if you need any further assistance.
From India, Mumbai
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Hey Shwets,
These are the kind of things that usually happen because the person who is above the HR manager wants to take control of everything. Preferably, I would say have a 360-degree feedback session and try to implement the feedback on the manager and the senior manager. This really would help.
These are the things that make you think twice about your job, but there are other ways around it too. Have constant team meetings and please have feedback sessions. I MEAN FEEDBACK, NOT NEGATIVE OR POSITIVE ATTITUDES discussion.
This really works as we have done this in our organization...
Take care,
Shashank
From India, Bangalore
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These are the kind of things that usually happen because the person who is above the HR manager wants to take control of everything. Preferably, I would say have a 360-degree feedback session and try to implement the feedback on the manager and the senior manager. This really would help.
These are the things that make you think twice about your job, but there are other ways around it too. Have constant team meetings and please have feedback sessions. I MEAN FEEDBACK, NOT NEGATIVE OR POSITIVE ATTITUDES discussion.
This really works as we have done this in our organization...
Take care,
Shashank
From India, Bangalore
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Thank you for the prompt reply. However, to conduct a 360-degree feedback session, permission also needs to be sought from the boss. I don't think he would allow a session to be conducted wherein there are strong chances of receiving his own criticism.
From India, Mumbai
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From India, Mumbai
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Shewta,
This is the kind of atmosphere that comes into play when the HOD of the concerned department is not a good leader but rather a good politician. As an HR manager, she must have significant experience. She should not be afraid of her boss and should make decisions on how to implement things. Additionally, she should maintain good relationships with employees. Following this incident, there should be a discussion between the HR executive and HR manager. On the other hand, she can either tell the truth to the HR executive or take charge and assert her presence by boosting her self-esteem.
A leader is only known by their people; she has to do the same by building a good rapport with the employees under her, which will help prevent these types of activities against her.
This is my suggestion.
Amrender Assistant Officer HR
From India, New Delhi
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This is the kind of atmosphere that comes into play when the HOD of the concerned department is not a good leader but rather a good politician. As an HR manager, she must have significant experience. She should not be afraid of her boss and should make decisions on how to implement things. Additionally, she should maintain good relationships with employees. Following this incident, there should be a discussion between the HR executive and HR manager. On the other hand, she can either tell the truth to the HR executive or take charge and assert her presence by boosting her self-esteem.
A leader is only known by their people; she has to do the same by building a good rapport with the employees under her, which will help prevent these types of activities against her.
This is my suggestion.
Amrender Assistant Officer HR
From India, New Delhi
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Hi Shweta! I am working in a limited company. Hardcore HR was streamlined before I joined, and a new MD was appointed whose background is in non-corporate work. Now, the company has already lost its functioning as per his orders for everything, including following labor laws. We had three people in HR, and when I joined, I am only looking after HR and IR responsibilities without the authorities that were there before the new MD (non-management studied). The old MDs had doctorate degrees and worked in the corporate sector with a management academic background.
The result is that in the last 14 months, 17 employees have left the company, and some of them had worked for more than a decade. So, I am also working as if a clerk, unauthorized even though I am the HOD of the HR Department. It's better to create our way if we don't fit into the "Ho ta Hai Chalta Hai" business policy. Feedback from seniors is accepted. 😛
From India, Ahmadabad
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The result is that in the last 14 months, 17 employees have left the company, and some of them had worked for more than a decade. So, I am also working as if a clerk, unauthorized even though I am the HOD of the HR Department. It's better to create our way if we don't fit into the "Ho ta Hai Chalta Hai" business policy. Feedback from seniors is accepted. 😛
From India, Ahmadabad
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Dear Shweta,
Basically, these things happen in a private company which is of unorganised nature. You cannot fight with the boss and at the same time cannot mend him too. So if you are not comfortable working in such a situation, better look for a change. But change only when you have a better opportunity than the existing.
Sanjeev
From India, Delhi
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Basically, these things happen in a private company which is of unorganised nature. You cannot fight with the boss and at the same time cannot mend him too. So if you are not comfortable working in such a situation, better look for a change. But change only when you have a better opportunity than the existing.
Sanjeev
From India, Delhi
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Hi Sweta,
I completely agree with Amrender. She should seek the confidence of her HR executive. As she has a good rapport with the HR manager, she can also discuss her problems and difficulties before him, so that even in the future, if such things happen, they can be taken care of. However, she should be careful in doing so, to prevent any negative reputation from being generated. Her efforts should be firm, polite, and aimed at gaining people's confidence.
In addition to this, she also needs to focus on her job first, so that the boss doesn't get any chance to blame her. We have to manage the situation rather than run from it, thus leaving the job should be the last option, as the current situation will also test your potential. I hope everything will go right.
Take care.
From India, Pune
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I completely agree with Amrender. She should seek the confidence of her HR executive. As she has a good rapport with the HR manager, she can also discuss her problems and difficulties before him, so that even in the future, if such things happen, they can be taken care of. However, she should be careful in doing so, to prevent any negative reputation from being generated. Her efforts should be firm, polite, and aimed at gaining people's confidence.
In addition to this, she also needs to focus on her job first, so that the boss doesn't get any chance to blame her. We have to manage the situation rather than run from it, thus leaving the job should be the last option, as the current situation will also test your potential. I hope everything will go right.
Take care.
From India, Pune
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I solely accept the views shared here. I have been facing the same brunt in my organization but have not given up. At times, I thought I want to quit. I hold the designation of Manager - HR; however, no decision-making power is given to me. If I take any initiative, the CEO will try to prove that those are nonsense and that I am dumb. There have been many instances where my suggestions were dishonored, and later, the management took the same decision. At one point, the Directors started favoring me, but this made the CEO more uncomfortable, and he began exerting more pressure and making unpleasant remarks in public, which hurt me to the core. I was given activities beyond my scope and expected to perform. I think he is using me as a shield to protect himself. He is always hell-bent on proving I am useless. He never sticks to his words or is ever clear about what he expects. I started losing my confidence but kept faith in myself. I realized that the processes were not in place; hence, to sort things out, I started working and trying to put our processes in place. If any issue arises in the meeting, all the LOB would be used as a scapegoat, but after a few, the HR processes have started to be in place, and things have eased off. I suggest that at times when we are in a tough situation, it's better to keep our mouths shut, trust in ourselves, and put processes in place.
For any organization, if our processes are firm with no deviation, you will see the results.
From India, Mumbai
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For any organization, if our processes are firm with no deviation, you will see the results.
From India, Mumbai
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Basically, what matters is the economics of business. Until that is right and all decisions and actions support the setting economics of business right, you are also taken as Mr. Right. But when something is advised on a long-term basis as a value addition initiative that requires spending, then HR is always at a disadvantage. This is because HR is predominantly in farming businesses, which require patience, time, and money, whereas business-minded people are hunters who expect quick results. This difference is where we, in HR, lose the race.
Badlu
From Saudi Arabia
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Badlu
From Saudi Arabia
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Dear Sweta,
The situation you are confronted with is very common in organizations. The solution to such types of issues is beyond the control of the employees who are subordinate to the person causing problems and behaving unethically. This is actually a flaw or weakness in the structure of the organization. There is a need for the intervention of someone who is not in direct subordination to the CEO or boss but is subordinate or reports to the boss of the boss. For example, the CEO could be subordinate to the Board of Directors, and a character within the organization who reports directly to the Board of Directors can help out. Therefore, the need for the internal audit department/section is increasing day by day. They are the ones who directly inform the higher-ups about operations under the CEO and the environment within the organization. It is a misconception that internal audit only checks compliance with financial rules and regulations and is only concerned with finance and accounts. They can address every issue, including values and ethics.
So, I hope you have such a character there, and you can take him/her into confidence.
From Pakistan, Quetta
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The situation you are confronted with is very common in organizations. The solution to such types of issues is beyond the control of the employees who are subordinate to the person causing problems and behaving unethically. This is actually a flaw or weakness in the structure of the organization. There is a need for the intervention of someone who is not in direct subordination to the CEO or boss but is subordinate or reports to the boss of the boss. For example, the CEO could be subordinate to the Board of Directors, and a character within the organization who reports directly to the Board of Directors can help out. Therefore, the need for the internal audit department/section is increasing day by day. They are the ones who directly inform the higher-ups about operations under the CEO and the environment within the organization. It is a misconception that internal audit only checks compliance with financial rules and regulations and is only concerned with finance and accounts. They can address every issue, including values and ethics.
So, I hope you have such a character there, and you can take him/her into confidence.
From Pakistan, Quetta
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Dear Ms. Sweta,
Kindly read the article "How to Manage Your Boss," written by "Geoffrey James," appearing on the webpage http://www.bnet.com/2403-13056_23-57287.html. It has many useful tips applicable to the situation you had posted. Please don't miss reading the replies at the bottom of the article.
"It's basically pointless to try to manage a truly evil boss. You only have a certain amount of time to build a career, and this time is too precious to waste...."
K. Sambasivam
From India, Madras
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Kindly read the article "How to Manage Your Boss," written by "Geoffrey James," appearing on the webpage http://www.bnet.com/2403-13056_23-57287.html. It has many useful tips applicable to the situation you had posted. Please don't miss reading the replies at the bottom of the article.
"It's basically pointless to try to manage a truly evil boss. You only have a certain amount of time to build a career, and this time is too precious to waste...."
K. Sambasivam
From India, Madras
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What kind of ownership is the firm in? If its a closely held Pvt firm, not much point in fighting it out, feedback etc etc. Find the best offer and walk out with sanity ;)
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Dear Members,
I am one of the members of this esteemed site for a long time. I also perform HR, Legal, Trademark, and am well-versed in stenography. I recently qualified for IR & PM Diploma from Rajendra Prasad Institution. Presently, I work in the aforementioned fields. However, it has come to my attention that some top management personnel do not pay any attention to my initiatives for introducing HR systems and training. On the other hand, I have noticed that my HR responsibilities are being assigned to some of my office colleagues who lack the necessary knowledge. I currently feel very suffocated and insulted. Please note that when data for HR is required, they come to me to collect it.
Under these circumstances, I intend to seek advice from many of my well-wishers for proper guidance.
Thanks and regards,
netai
From India, Delhi
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I am one of the members of this esteemed site for a long time. I also perform HR, Legal, Trademark, and am well-versed in stenography. I recently qualified for IR & PM Diploma from Rajendra Prasad Institution. Presently, I work in the aforementioned fields. However, it has come to my attention that some top management personnel do not pay any attention to my initiatives for introducing HR systems and training. On the other hand, I have noticed that my HR responsibilities are being assigned to some of my office colleagues who lack the necessary knowledge. I currently feel very suffocated and insulted. Please note that when data for HR is required, they come to me to collect it.
Under these circumstances, I intend to seek advice from many of my well-wishers for proper guidance.
Thanks and regards,
netai
From India, Delhi
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Hi Shweta!
This is a condition that I feel is present everywhere! Because though HR, being a very important department, say the heart of any organization, needs to have control over everything. It must be a "STRONG" identity in every organization. But at the same time, what happens is somebody who heads a person heading HR from some other department wants to control the HR person indirectly to show that he/she has total control over the organization.
If you think that someone is controlling that HR head, two possibilities may exist: he may not have found the HR head meeting requirements, or he may have found the HR head totally capable, so he fears losing his control. But as per the phase you narrate, it's clear that the fear of losing control is present!
I think that changing jobs is not a good option because the world is round, meaning that in another job, persons will change, but tendencies will remain the same. Tackling the situation is the only option available. She should be proactive and stop running around him for minor things. She should be firm in her decisions and implement them in day-to-day life to prove her mettle. Let things be done, and results will automatically come up!
Regards,
Prajakta :)
From India, Delhi
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This is a condition that I feel is present everywhere! Because though HR, being a very important department, say the heart of any organization, needs to have control over everything. It must be a "STRONG" identity in every organization. But at the same time, what happens is somebody who heads a person heading HR from some other department wants to control the HR person indirectly to show that he/she has total control over the organization.
If you think that someone is controlling that HR head, two possibilities may exist: he may not have found the HR head meeting requirements, or he may have found the HR head totally capable, so he fears losing his control. But as per the phase you narrate, it's clear that the fear of losing control is present!
I think that changing jobs is not a good option because the world is round, meaning that in another job, persons will change, but tendencies will remain the same. Tackling the situation is the only option available. She should be proactive and stop running around him for minor things. She should be firm in her decisions and implement them in day-to-day life to prove her mettle. Let things be done, and results will automatically come up!
Regards,
Prajakta :)
From India, Delhi
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(Fact Checked)-The user's reply contains multiple spelling and grammatical errors and lacks clarity. However, the user's concerns about feeling undervalued and ignored in their HR role are valid and require attention and resolution. (1 Acknowledge point)