Hi all,
Please let me know if the HR team is to be blamed for the non-performance of the operations team. How can this be rectified to ensure it does not happen in the future? What is the role of HR in the performance of the technical team?
Kala
From India, Bangalore
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Please let me know if the HR team is to be blamed for the non-performance of the operations team. How can this be rectified to ensure it does not happen in the future? What is the role of HR in the performance of the technical team?
Kala
From India, Bangalore
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Hi Kala,
Please conduct a trail/tech training session organized with the ops head before you make an offer. Review after three months of probation. Have an HR investigator on-site, on the floor, or in the team to monitor their performance. Both HR and Ops should sign the interview process form. This means Ops should be involved in the selection process so that there is no blame on HR.
Thank you.
From India, Bangalore
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Please conduct a trail/tech training session organized with the ops head before you make an offer. Review after three months of probation. Have an HR investigator on-site, on the floor, or in the team to monitor their performance. Both HR and Ops should sign the interview process form. This means Ops should be involved in the selection process so that there is no blame on HR.
Thank you.
From India, Bangalore
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Dear Kala,
First of all, have a positive approach towards any issue. In some cases, HR/Administration can be held responsible for the non-performance of the Operation/Execution team because there may not have been a proper arrangement of refreshments at the workspace. If the operation/execution team spends a major amount of time shuttling for refreshments, then obviously productivity will decrease. Second, only a fully satisfied employee can give 100% dedication towards his work/production, for which the HR/Admin/Facilities department has to take care of their welfare.
Now, you tell us, is it possible to hold HR responsible for the non-performance of the Execution/Operation Staff? Think and give a reply, dear.
From India, Kumbakonam
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1189First of all, have a positive approach towards any issue. In some cases, HR/Administration can be held responsible for the non-performance of the Operation/Execution team because there may not have been a proper arrangement of refreshments at the workspace. If the operation/execution team spends a major amount of time shuttling for refreshments, then obviously productivity will decrease. Second, only a fully satisfied employee can give 100% dedication towards his work/production, for which the HR/Admin/Facilities department has to take care of their welfare.
Now, you tell us, is it possible to hold HR responsible for the non-performance of the Execution/Operation Staff? Think and give a reply, dear.
From India, Kumbakonam
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Greetings,
Your question sounds interesting. Please give some background for us to brainstorm and find a resolution.
Is the project in question related to hiring or employee satisfaction? How have the operation team arrived at the conclusion that it was HR's fault? Ideally, HR delivers on a very broad range of activities; hence, it is possible for anyone to blame them in case of a failure. But that cannot become an objective view without a proper analysis of the events. Please share what has happened and what drove this blame game.
Regards,
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From India, Mumbai
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Your question sounds interesting. Please give some background for us to brainstorm and find a resolution.
Is the project in question related to hiring or employee satisfaction? How have the operation team arrived at the conclusion that it was HR's fault? Ideally, HR delivers on a very broad range of activities; hence, it is possible for anyone to blame them in case of a failure. But that cannot become an objective view without a proper analysis of the events. Please share what has happened and what drove this blame game.
Regards,
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From India, Mumbai
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Dear Ms. Kala,
In short and sweet, rather than confusing you, I want you to ask yourself, "Is HR RESPONSIBLE FOR OPERATIONS TEAM PERFORMANCE?"
1) HR TEAM will be blamed if you fail to recruit and set up THE BEST OPERATIONS TEAM, which may be one of the reasons for NON-PERFORMANCE. Not to mention, OPERATIONS HEAD should participate in THE RECRUITMENT PROCESS.
2) HR TEAM will not be blamed if OPERATIONS TEAMS fail to meet objectives or perform as per company expectations; then, OPERATIONS HEAD is to be blamed. OPERATIONS HEAD should train and motivate his employees to yield THE BEST RESULTS.
OPERATIONS HEAD should identify what is LACKING in his TEAM so that his team members can be trained to fill that particular gap.
I have repeated this phrase in most of my posts, "TRY TO FIND OUT THE ROOT CAUSE FOR NON-PERFORMANCE, FAILURES, ETC." Once you identify the root cause, you will find THE solution as well. Many people are fond of reacting rather than responding to problems, as I have found this drawback to be habitual.
We need to apply logic that will give you a solution to every problem. In fact, there are NO PROBLEMS, only CHALLENGES and OBSTACLES. If you treat PROBLEMS as OPPORTUNITIES, then you will find yourself ahead of others because your approach is UNIQUE when compared to the rest.
With profound regards,
From India, Chennai
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In short and sweet, rather than confusing you, I want you to ask yourself, "Is HR RESPONSIBLE FOR OPERATIONS TEAM PERFORMANCE?"
1) HR TEAM will be blamed if you fail to recruit and set up THE BEST OPERATIONS TEAM, which may be one of the reasons for NON-PERFORMANCE. Not to mention, OPERATIONS HEAD should participate in THE RECRUITMENT PROCESS.
2) HR TEAM will not be blamed if OPERATIONS TEAMS fail to meet objectives or perform as per company expectations; then, OPERATIONS HEAD is to be blamed. OPERATIONS HEAD should train and motivate his employees to yield THE BEST RESULTS.
OPERATIONS HEAD should identify what is LACKING in his TEAM so that his team members can be trained to fill that particular gap.
I have repeated this phrase in most of my posts, "TRY TO FIND OUT THE ROOT CAUSE FOR NON-PERFORMANCE, FAILURES, ETC." Once you identify the root cause, you will find THE solution as well. Many people are fond of reacting rather than responding to problems, as I have found this drawback to be habitual.
We need to apply logic that will give you a solution to every problem. In fact, there are NO PROBLEMS, only CHALLENGES and OBSTACLES. If you treat PROBLEMS as OPPORTUNITIES, then you will find yourself ahead of others because your approach is UNIQUE when compared to the rest.
With profound regards,
From India, Chennai
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Dear All,
Sorry that I didn't give a clear insight into the problem; this is for a startup IT company. I asked this question because the HR team was blamed when the Team Leader could not deliver the best to the client, resolve the problems, and ultimately had to lose the client on a long-term partnership. It was one of the most important projects the company had received, but technically, we could not retain the client.
The same Team Leader had successfully accomplished a few smaller projects before. So, even the HR was blamed when the deal was lost. More than a blame game, I wanted to understand the role of HR in performance management (Technical).
Thanks & Regards,
Kala
From India, Bangalore
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Sorry that I didn't give a clear insight into the problem; this is for a startup IT company. I asked this question because the HR team was blamed when the Team Leader could not deliver the best to the client, resolve the problems, and ultimately had to lose the client on a long-term partnership. It was one of the most important projects the company had received, but technically, we could not retain the client.
The same Team Leader had successfully accomplished a few smaller projects before. So, even the HR was blamed when the deal was lost. More than a blame game, I wanted to understand the role of HR in performance management (Technical).
Thanks & Regards,
Kala
From India, Bangalore
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Dear Ms. Kala,
I can say that it's a BLAME GAME where everyone is highlighted for losing clients. If you can answer these questions, you will find a suitable answer for your own query:
1) Did anybody in your company take COMPLETE ACCOUNTABILITY & OWNERSHIP of the PROJECT?
2) What is the role of the HR DEPARTMENT in setting up the OPERATIONS TEAM?
3) What kind of support is the HR DEPARTMENT offering to the OPERATIONS TEAM?
4) Is there anybody in the HR DEPARTMENT with in-depth exposure pertaining to IT RECRUITMENT?
Regarding PERFORMANCE APPRAISAL, the HR DEPARTMENT will support and consider whatever feedback is given by respective employees who can be TEAM LEADERS or PROJECT MANAGERS, etc.
Nowadays, HR is playing a major role. The HR DEPARTMENT is considered a PROFIT/COST CENTER, BUSINESS PARTNER, etc., because the HR DEPARTMENT can do wonders provided that TOP MANAGEMENT SUPPORTS the HR DEPARTMENT out of their way.
I hope you have a clear picture now.
With profound regards,
From India, Chennai
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I can say that it's a BLAME GAME where everyone is highlighted for losing clients. If you can answer these questions, you will find a suitable answer for your own query:
1) Did anybody in your company take COMPLETE ACCOUNTABILITY & OWNERSHIP of the PROJECT?
2) What is the role of the HR DEPARTMENT in setting up the OPERATIONS TEAM?
3) What kind of support is the HR DEPARTMENT offering to the OPERATIONS TEAM?
4) Is there anybody in the HR DEPARTMENT with in-depth exposure pertaining to IT RECRUITMENT?
Regarding PERFORMANCE APPRAISAL, the HR DEPARTMENT will support and consider whatever feedback is given by respective employees who can be TEAM LEADERS or PROJECT MANAGERS, etc.
Nowadays, HR is playing a major role. The HR DEPARTMENT is considered a PROFIT/COST CENTER, BUSINESS PARTNER, etc., because the HR DEPARTMENT can do wonders provided that TOP MANAGEMENT SUPPORTS the HR DEPARTMENT out of their way.
I hope you have a clear picture now.
With profound regards,
From India, Chennai
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Hello...
If you are an HR professional, Mr. Kala, then you would be aware of HR's role in performance management of the operations team, especially in technical appraisal or feedback.
It is very rarely seen that an HR professional is involved in giving technical ratings for a team leader's performance. Yes, they are involved in behavioral ratings mostly, such as attitude, discipline, etc. So, if the team leader could not perform on one such project, the accountability of failure should be with the Project Manager or whomever the Team Leader is reporting to.
This is one common problem of HR departments all across the country or maybe the world because they design a system; hence, they are blamed for the failure.
Please raise your voice against such injustice. It is not correct, and if you or your HR department will take everything silently, the real culprit may cause more problems in the future.
I hope it clarifies your query, Mr. Kala. Feel free to discuss it further and inform us about your course of action.
Regards,
Archna
From India, Delhi
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If you are an HR professional, Mr. Kala, then you would be aware of HR's role in performance management of the operations team, especially in technical appraisal or feedback.
It is very rarely seen that an HR professional is involved in giving technical ratings for a team leader's performance. Yes, they are involved in behavioral ratings mostly, such as attitude, discipline, etc. So, if the team leader could not perform on one such project, the accountability of failure should be with the Project Manager or whomever the Team Leader is reporting to.
This is one common problem of HR departments all across the country or maybe the world because they design a system; hence, they are blamed for the failure.
Please raise your voice against such injustice. It is not correct, and if you or your HR department will take everything silently, the real culprit may cause more problems in the future.
I hope it clarifies your query, Mr. Kala. Feel free to discuss it further and inform us about your course of action.
Regards,
Archna
From India, Delhi
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