Dear Seniors,
I am presently working as an HR Administrator in a small software company. I have 1.6 years of experience in the HR field. From my experience, about 80% of the time, I am successful in learning new industry practices and implementing them. Now, I am seeking advice from all of you seniors in the area of HR behavior and emotions that can help maintain smooth functioning in the company.
I am very interested in knowing the dos and don'ts in terms of behavior from the perspective of HR towards management and employees.
I hope seniors can advise me based on your experiences and practices.
Soja Oliver
From India, Kochi
Acknowledge(0)
Amend(0)
4I am presently working as an HR Administrator in a small software company. I have 1.6 years of experience in the HR field. From my experience, about 80% of the time, I am successful in learning new industry practices and implementing them. Now, I am seeking advice from all of you seniors in the area of HR behavior and emotions that can help maintain smooth functioning in the company.
I am very interested in knowing the dos and don'ts in terms of behavior from the perspective of HR towards management and employees.
I hope seniors can advise me based on your experiences and practices.
Soja Oliver
From India, Kochi
Acknowledge(0)Amend(0)
Emotion is a subjective term and varies personally. As an HR professional, you do not need to know what your staff is eating and drinking every day or whether he is in the best mood and spirit to check his emotional outbreak on any issue. This is a psychological and behavioral issue of an individual. Person to person, people have diverse personalities as it is a natural gift. People do not change their inherited behavior and natural reactions to any incidents.
HR's role is to be neutral and impartial in dealing with Human Resources without allowing the employee to express personal feelings because that is left for his wife and parents to share.
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
HR's role is to be neutral and impartial in dealing with Human Resources without allowing the employee to express personal feelings because that is left for his wife and parents to share.
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
Dear Rashidmusa,
I am of the opinion that the intention of Soja Oliver is to learn the basics of HR approach in dealing with the emotions of the individuals. I am sure many of us deal with HR issues through the lens of emotions only but handle these through procedures or rules and regulations. It is empathy which is the essence of understanding the issues or the human side of the issue. There are several organizations which have a dedicated member to handle the issues pertaining to the individuals' problems not related to work or the company.
I am of the view we may have to share our knowledge more on a case-by-case basis. Please bear with me for my transparent expression.
With best wishes, V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
I am of the opinion that the intention of Soja Oliver is to learn the basics of HR approach in dealing with the emotions of the individuals. I am sure many of us deal with HR issues through the lens of emotions only but handle these through procedures or rules and regulations. It is empathy which is the essence of understanding the issues or the human side of the issue. There are several organizations which have a dedicated member to handle the issues pertaining to the individuals' problems not related to work or the company.
I am of the view we may have to share our knowledge more on a case-by-case basis. Please bear with me for my transparent expression.
With best wishes, V. Rangarajan.
From India, Pune
Acknowledge(0)Amend(0)
Dear Rangu,
I like your following comment: "Many of us deal with HR issues through the lens of emotions only but handle these through procedures or rules and regulations." This is true, and HR has limitations in handling emotional and behavioral issues. If we respect our employees as well as their privacy, things will be under control. In my company, people are mentally and physically fit; they never exhibit emotions on a day-to-day basis except some interpersonal relations leading to personality clash or ego problems. However, we have to maintain HOD-level intervention to deal with such issues professionally.
Warm Regards,
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
I like your following comment: "Many of us deal with HR issues through the lens of emotions only but handle these through procedures or rules and regulations." This is true, and HR has limitations in handling emotional and behavioral issues. If we respect our employees as well as their privacy, things will be under control. In my company, people are mentally and physically fit; they never exhibit emotions on a day-to-day basis except some interpersonal relations leading to personality clash or ego problems. However, we have to maintain HOD-level intervention to deal with such issues professionally.
Warm Regards,
Rashid
From Saudi Arabia
Acknowledge(0)Amend(0)
Dear Soja,
Actually, be as you are naturally. Don't change yourself if you are not hurting anyone. If you can handle the front person properly, there is a rule in this world: give respect and take respect. Just behave towards a person how they behave with you, my dear; then that will be right justice.
Regards,
Sayali
From India, Pune
Acknowledge(0)Amend(0)
Actually, be as you are naturally. Don't change yourself if you are not hurting anyone. If you can handle the front person properly, there is a rule in this world: give respect and take respect. Just behave towards a person how they behave with you, my dear; then that will be right justice.
Regards,
Sayali
From India, Pune
Acknowledge(0)Amend(0)
Dear User,
When a person approaches HR with a grievance, it is essential to listen to their concerns attentively. Being a mix of professional and empathetic is crucial in these situations. It is important to be nice, polite, and friendly at all times. Our aim should be to solve their problems effectively and efficiently. Timely responses are key, and if there are any delays, keeping the individual informed about the progress is vital. Providing timelines for resolutions can also be beneficial.
Thank you for your attention to these important aspects of HR communication.
Best regards
From India, Delhi
Acknowledge(0)Amend(0)
When a person approaches HR with a grievance, it is essential to listen to their concerns attentively. Being a mix of professional and empathetic is crucial in these situations. It is important to be nice, polite, and friendly at all times. Our aim should be to solve their problems effectively and efficiently. Timely responses are key, and if there are any delays, keeping the individual informed about the progress is vital. Providing timelines for resolutions can also be beneficial.
Thank you for your attention to these important aspects of HR communication.
Best regards
From India, Delhi
Acknowledge(0)Amend(0)
Dear Soja,
I believe people will resort to emotional outbursts when something hits them really hard. As an HR person, I believe you should try to mix with people and get to know their likes and dislikes, level of their openness regarding discussion on certain issues, etc. If you are successfully able to find out what 'not' to say or how 'not' to say something to a particular person, you might be able to steer safely without hurting anyone.
For example, a guy may be very touchy on personal issues to an extent that he does not like to discuss his family at all. Then, just a casual inquiry like "how are your kids?" may invite an outburst. So, know your people first and then try to relate to them the way they want. But as Sayali has suggested, draw limits and respect anyone only to an extent that they respect you back and not take you for granted.
Karuna
From India, Calcutta
Acknowledge(0)Amend(0)
I believe people will resort to emotional outbursts when something hits them really hard. As an HR person, I believe you should try to mix with people and get to know their likes and dislikes, level of their openness regarding discussion on certain issues, etc. If you are successfully able to find out what 'not' to say or how 'not' to say something to a particular person, you might be able to steer safely without hurting anyone.
For example, a guy may be very touchy on personal issues to an extent that he does not like to discuss his family at all. Then, just a casual inquiry like "how are your kids?" may invite an outburst. So, know your people first and then try to relate to them the way they want. But as Sayali has suggested, draw limits and respect anyone only to an extent that they respect you back and not take you for granted.
Karuna
From India, Calcutta
Acknowledge(0)Amend(0)
A comment to Mr. Rashid:
I strongly believe that HR officials have a responsible role in keeping employees' emotions at a satisfactory level. HR must understand employees' emotions in all situations, which can be achieved through years of experience in interacting with people at various levels. In connection with this, I asked the question of how an HR person can manage people at different levels. I have gained insights from other posts above. Thanks to all for your valuable time. :)
From India, Kochi
Acknowledge(0)Amend(0)
I strongly believe that HR officials have a responsible role in keeping employees' emotions at a satisfactory level. HR must understand employees' emotions in all situations, which can be achieved through years of experience in interacting with people at various levels. In connection with this, I asked the question of how an HR person can manage people at different levels. I have gained insights from other posts above. Thanks to all for your valuable time. :)
From India, Kochi
Acknowledge(0)Amend(0)
Hi,
Emotions are e-motions, i.e., energy in motion. So, as an HR person or administrator, one has to channelize/utilize one's energy positively for the benefit of the organization and individuals. Help people to create or make their thoughts positive. Create an atmosphere where people enjoy what they are doing, fostering respect and a good work-life balance. Counseling, two-way communication, and participation by all play a significant role in all of this.
Regards
From India, Jalandhar
Acknowledge(0)Amend(0)
Emotions are e-motions, i.e., energy in motion. So, as an HR person or administrator, one has to channelize/utilize one's energy positively for the benefit of the organization and individuals. Help people to create or make their thoughts positive. Create an atmosphere where people enjoy what they are doing, fostering respect and a good work-life balance. Counseling, two-way communication, and participation by all play a significant role in all of this.
Regards
From India, Jalandhar
Acknowledge(0)Amend(0)CiteHR is an AI-augmented HR knowledge and collaboration platform, enabling HR professionals to solve real-world challenges, validate decisions, and stay ahead through collective intelligence and machine-enhanced guidance. Join Our Platform.
HR Manual (Employee Hand Book).doc
Emotional Intelligence.pp t