Hello Seniors,
I am a fresh BBA graduate, but luckily I have recently got a job as H.R in a newly set up I.T firm. Now, the problem is that the employees of our company are really unhappy with the management. They have issues related to salary calculation, office timing, no Saturday off, etc. Salespeople also have problems with high targets and improper management. Employees have discussed these problems with me. I know Management is on the wrong side, and I have discussed all these issues with management, but to no avail. They hardly make any decisions in favor of employees. My boss says that I should not think like an employee, take management's side, and know how to get work from employees. What should I do? Sometimes I get emotional and agree with employees when they talk about changing their job. Is this wrong? Please guide me on how I should behave. Management also wants me to be strict, but I am just 21 and am not able to think from Management's side.
From India, Pune
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3I am a fresh BBA graduate, but luckily I have recently got a job as H.R in a newly set up I.T firm. Now, the problem is that the employees of our company are really unhappy with the management. They have issues related to salary calculation, office timing, no Saturday off, etc. Salespeople also have problems with high targets and improper management. Employees have discussed these problems with me. I know Management is on the wrong side, and I have discussed all these issues with management, but to no avail. They hardly make any decisions in favor of employees. My boss says that I should not think like an employee, take management's side, and know how to get work from employees. What should I do? Sometimes I get emotional and agree with employees when they talk about changing their job. Is this wrong? Please guide me on how I should behave. Management also wants me to be strict, but I am just 21 and am not able to think from Management's side.
From India, Pune
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What I think is you should not think like this you should try to mold your self according to the management requirement if you will not do so they will definitely create some problems for you they will start highlighting your non professional and immature behavior what I believe is that we should not let down our self in front of anyone and should try to get rid of our weakness instead of highlighting those in front of every one…you should ask that how you can make your self more competent and more responsible.
From Pakistan, Lahore
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From Pakistan, Lahore
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Dear Aakriti,
As I understand, this is your first job. Please make a few things clear: the management is always right when it comes to small IT firms where the employee base is low. (How much is yours?)
In the above case, you have to be a bridge between the employee and management. However, you have to be on the management side because HR is appointed by management and not by employees. Employees change, but management remains the same. Your task is to convince the employees that this situation will change, they will receive a good salary soon, etc. Hope you understand!
From India, Pune
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As I understand, this is your first job. Please make a few things clear: the management is always right when it comes to small IT firms where the employee base is low. (How much is yours?)
In the above case, you have to be a bridge between the employee and management. However, you have to be on the management side because HR is appointed by management and not by employees. Employees change, but management remains the same. Your task is to convince the employees that this situation will change, they will receive a good salary soon, etc. Hope you understand!
From India, Pune
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Dear Akriti, make yourself as a good proffessional. Discuss employee related problem with management. If they convince, disscuss with employee. If didnt, you have to convince employee.
From India, Delhi
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From India, Delhi
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Hello Aakriti Kalla,
I shall suggest you a different method. As you mentioned, it's a new set up why don't you come up with a proposal on HR policies? HR policies are a tool whereby Management and Employees both have to abide by it. So there is no question of giving false assurances to employees (which is wrong also) and not making management unhappy.
See, it works 50 - 50, management has to know it has to take note of employees' grievances at the same time employees should understand the work-related discipline and everything will not be as they wish it should be.
As an HR professional, our stance should be no favoritism to anyone - not management nor employees but to have a rational stand and keep the business running.
I understand you are a fresher, but take it as a challenge. Consult experts from your sources on how you can frame HR policies. Do not be emotional and do not stress. Take caution when you are listening to your employees; do not utter a bad word about management, only listen to them and decide later. It may also happen, once employees know you take everything as they tell, they will trouble you with even small causes.
Explain to your management that you are there to work as a bridge between both. Human capital is regarded as the best asset, and they have to regard it too.
All the best!
Regards,
Vaishalee Parkhi
From India, Pune
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I shall suggest you a different method. As you mentioned, it's a new set up why don't you come up with a proposal on HR policies? HR policies are a tool whereby Management and Employees both have to abide by it. So there is no question of giving false assurances to employees (which is wrong also) and not making management unhappy.
See, it works 50 - 50, management has to know it has to take note of employees' grievances at the same time employees should understand the work-related discipline and everything will not be as they wish it should be.
As an HR professional, our stance should be no favoritism to anyone - not management nor employees but to have a rational stand and keep the business running.
I understand you are a fresher, but take it as a challenge. Consult experts from your sources on how you can frame HR policies. Do not be emotional and do not stress. Take caution when you are listening to your employees; do not utter a bad word about management, only listen to them and decide later. It may also happen, once employees know you take everything as they tell, they will trouble you with even small causes.
Explain to your management that you are there to work as a bridge between both. Human capital is regarded as the best asset, and they have to regard it too.
All the best!
Regards,
Vaishalee Parkhi
From India, Pune
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Hello Aakriti Kalla,
Mayur Shinde & Vaishalee have said it right—HR is the bridge between the Management & employees, and your primary focus/allegiance is to the Company—NOT individuals [it's only a coincidence that the top people & the company can't be segregated in small companies].
Like Vaishalee mentioned, begin by making the Core/important HR policies. This will help you in 2 ways:
1] Once when things are in black & white, most people begin to have a wider view—rather than the way it is now in your case.
2] This will force the Management to think about the Pros & Cons of the rules when they begin to give their OK for the policies. And the employees too will know where the buck stops for them.
Since yours is an IT company, you can also highlight this aspect in your discussions with the management—how tough it is to get the right people in this industry & how easy to lose. Even if someone were to resign, it is usually much more expensive to hire a replacement with the same set of skills.
Again, like Vaishalee mentioned, take this as a challenge—not many get such an opportunity at the beginning of their careers [most often it's to follow some senior, rather than lay down the HR foundations in the company]. This is tough—no doubt, but the professional satisfaction you would get even while in the process would far outweigh the struggle.
And in this process, there would be quite a few opportunities for you to pick up many soft skills—like handling people [which is what HR is all about], exposure to core HR functions [you only need to go through many of the earlier postings in CiteHR to realize how many HR professionals are literally groping to get such openings], etc.
More than the end result, it's what you learn during the process that will be with you life-long [only the results are retained in the company, if & when you leave]—hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
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Mayur Shinde & Vaishalee have said it right—HR is the bridge between the Management & employees, and your primary focus/allegiance is to the Company—NOT individuals [it's only a coincidence that the top people & the company can't be segregated in small companies].
Like Vaishalee mentioned, begin by making the Core/important HR policies. This will help you in 2 ways:
1] Once when things are in black & white, most people begin to have a wider view—rather than the way it is now in your case.
2] This will force the Management to think about the Pros & Cons of the rules when they begin to give their OK for the policies. And the employees too will know where the buck stops for them.
Since yours is an IT company, you can also highlight this aspect in your discussions with the management—how tough it is to get the right people in this industry & how easy to lose. Even if someone were to resign, it is usually much more expensive to hire a replacement with the same set of skills.
Again, like Vaishalee mentioned, take this as a challenge—not many get such an opportunity at the beginning of their careers [most often it's to follow some senior, rather than lay down the HR foundations in the company]. This is tough—no doubt, but the professional satisfaction you would get even while in the process would far outweigh the struggle.
And in this process, there would be quite a few opportunities for you to pick up many soft skills—like handling people [which is what HR is all about], exposure to core HR functions [you only need to go through many of the earlier postings in CiteHR to realize how many HR professionals are literally groping to get such openings], etc.
More than the end result, it's what you learn during the process that will be with you life-long [only the results are retained in the company, if & when you leave]—hope you get the point.
All the Best.
Rgds,
TS
From India, Hyderabad
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Daer Recruiter, have pessions fill yourself as groom all problems will sort out by your side.
From India, Pune
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From India, Pune
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Hello Aakriti Kala,
As a new member in your office, to merge with your team, do the following:
1. Firstly, listen to the issues of your team members officially as well as personally.
2. List down the issues, study, and analyze them.
3. Resolve the small issues from your individuals in a way that shows you understand and have properly analyzed their concerns. This will help them believe in you and accept you as a team member.
4. Afterward, form a personal team with people you connect with personally.
5. Then, explore other issues with your HR and top management.
6. Prepare management feedback and status, along with the target date of completion regarding the issues.
7. Approach individuals, show the sheet with management status in a polite way, and maintain a positive attitude.
All the best,
Saravanan
From India, Madras
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As a new member in your office, to merge with your team, do the following:
1. Firstly, listen to the issues of your team members officially as well as personally.
2. List down the issues, study, and analyze them.
3. Resolve the small issues from your individuals in a way that shows you understand and have properly analyzed their concerns. This will help them believe in you and accept you as a team member.
4. Afterward, form a personal team with people you connect with personally.
5. Then, explore other issues with your HR and top management.
6. Prepare management feedback and status, along with the target date of completion regarding the issues.
7. Approach individuals, show the sheet with management status in a polite way, and maintain a positive attitude.
All the best,
Saravanan
From India, Madras
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Dear Aakriti Kalla,
I appreciate your post, but as an HR Professional, try to understand the problem rather than making any conclusion.
1) Company Policy - Always stick to the company policies. If not available, make the policies, document it, and circulate to every employee with prior management approval.
2) Terms and Conditions of the employment should be clearly defined - Working Days, Hours, Holidays, Leaves, Dress Code, etc. should be clearly defined. Employees cannot complain after accepting the same.
3) Target - Employees should talk with their reporting manager for the same.
From India
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I appreciate your post, but as an HR Professional, try to understand the problem rather than making any conclusion.
1) Company Policy - Always stick to the company policies. If not available, make the policies, document it, and circulate to every employee with prior management approval.
2) Terms and Conditions of the employment should be clearly defined - Working Days, Hours, Holidays, Leaves, Dress Code, etc. should be clearly defined. Employees cannot complain after accepting the same.
3) Target - Employees should talk with their reporting manager for the same.
From India
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Hi Aakriti,
My thoughts:
As a true HR professional, your loyalty ought to be to your profession (not to the employer), and you need to abide by professional ethics. Try to bring in HR initiatives - one small step at a time; you will find the difference in the long run.
I would say you need to think like an employee and at the same time take a look at the issues from the management's perspective. After an objective evaluation, if you are still convinced that the management is wrong, try your best to see if you can do something to make things better. But yes, not all organizations are professional. When you attempt to do something different, certain organizations may try to make your life difficult. Hang on diplomatically without compromising your values and keep actively looking for a change of job. To sum up, if the boss is responsive, give it a try. If not, you don't have much of an option - because at the end of the day, whether you like it or not, the boss is always right! But believe me, there are a lot of good places to work.
Thanks,
Robin
From India, Kochi
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My thoughts:
As a true HR professional, your loyalty ought to be to your profession (not to the employer), and you need to abide by professional ethics. Try to bring in HR initiatives - one small step at a time; you will find the difference in the long run.
I would say you need to think like an employee and at the same time take a look at the issues from the management's perspective. After an objective evaluation, if you are still convinced that the management is wrong, try your best to see if you can do something to make things better. But yes, not all organizations are professional. When you attempt to do something different, certain organizations may try to make your life difficult. Hang on diplomatically without compromising your values and keep actively looking for a change of job. To sum up, if the boss is responsive, give it a try. If not, you don't have much of an option - because at the end of the day, whether you like it or not, the boss is always right! But believe me, there are a lot of good places to work.
Thanks,
Robin
From India, Kochi
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Dear Aakriti,
There are many seniors who will give you much better advice. However, the points you have specifically mentioned regarding working timings and Saturday off; there are regulations for daily working hours and weekly working hours. As long as these are being followed, there is no issue at all. If daily hours are increased within the prescribed legal implications, Saturday off can be given. But it is all a management decision. Regarding sales, every company sets higher targets, and the pressure on salespeople will always be there. The same is true for production people. So, in my opinion, there are no issues at all. Since you are new, employees may try to take maximum advantage due to your lack of experience and ignorance of rules and regulations. Therefore, be diplomatic, discuss the issues with your management, and then seek specific advice.
Mahesh
From India, Jabalpur
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There are many seniors who will give you much better advice. However, the points you have specifically mentioned regarding working timings and Saturday off; there are regulations for daily working hours and weekly working hours. As long as these are being followed, there is no issue at all. If daily hours are increased within the prescribed legal implications, Saturday off can be given. But it is all a management decision. Regarding sales, every company sets higher targets, and the pressure on salespeople will always be there. The same is true for production people. So, in my opinion, there are no issues at all. Since you are new, employees may try to take maximum advantage due to your lack of experience and ignorance of rules and regulations. Therefore, be diplomatic, discuss the issues with your management, and then seek specific advice.
Mahesh
From India, Jabalpur
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Dear all,
The point raised by Aakruti is really a matter of concern, and the solutions given by all are well appreciated. HR has a crucial role in an organization, particularly like Aakruti's organization. There are other organizations like this as well. HR has to face the challenges tactfully; otherwise, they have to consider the second option. Best of luck, Aakruti.
Manoj
From India, Bhubaneswar
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The point raised by Aakruti is really a matter of concern, and the solutions given by all are well appreciated. HR has a crucial role in an organization, particularly like Aakruti's organization. There are other organizations like this as well. HR has to face the challenges tactfully; otherwise, they have to consider the second option. Best of luck, Aakruti.
Manoj
From India, Bhubaneswar
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Dear Aakruti,
An HR Manager is hired to bridge the gap between the employee and the employer. As a professional, you should not be emotional at any given point in time. Since yours is a small organization, it will come under the Shops and Establishment Act. Please familiarize yourself with the Act, create policies, implement them, and ensure that employees adhere to them. Mr. Robin is correct in stating that as a fresher, employees may try to take advantage of you by making unwarranted demands. Please do not entertain such behavior and strictly enforce the policies.
Thanks & Regards,
Saji
From India, Ahmadabad
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An HR Manager is hired to bridge the gap between the employee and the employer. As a professional, you should not be emotional at any given point in time. Since yours is a small organization, it will come under the Shops and Establishment Act. Please familiarize yourself with the Act, create policies, implement them, and ensure that employees adhere to them. Mr. Robin is correct in stating that as a fresher, employees may try to take advantage of you by making unwarranted demands. Please do not entertain such behavior and strictly enforce the policies.
Thanks & Regards,
Saji
From India, Ahmadabad
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Thank you all for your guidance and support.
As per your advice, I had drafted HR policies for our company and showed them to the Directors, but to no avail. They are least interested in them. Moreover, they have directed me to give offer letters/appointment letters only to those new hires who request them. As a result, 2-3 MBA freshers who joined a month ago still have not received their appointment letters.
What should I do? I have tried my best to improve the company's standards, but it seems futile. I am considering changing my job after completing my 6 months here. Would that be the right decision? Also, will I be able to find a decent job in HR given that I am just a graduate?
From India, Pune
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As per your advice, I had drafted HR policies for our company and showed them to the Directors, but to no avail. They are least interested in them. Moreover, they have directed me to give offer letters/appointment letters only to those new hires who request them. As a result, 2-3 MBA freshers who joined a month ago still have not received their appointment letters.
What should I do? I have tried my best to improve the company's standards, but it seems futile. I am considering changing my job after completing my 6 months here. Would that be the right decision? Also, will I be able to find a decent job in HR given that I am just a graduate?
From India, Pune
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Hi Aakriti,
It's always a good idea to get to know the organization well before taking up an offer. Be choosy if you can afford. Prudent use of social media may help you arrive at the right decision. I would say, don't wait for a stage where you get really desperate because in your next job, you should have a long-term plan. An MBA or equivalent will definitely help. If you don't want to take a break from work, join a genuine correspondence program like the one offered by IGNOU and get it on your resume - the sooner, the better.
Thanks,
Robin
From India, Kochi
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It's always a good idea to get to know the organization well before taking up an offer. Be choosy if you can afford. Prudent use of social media may help you arrive at the right decision. I would say, don't wait for a stage where you get really desperate because in your next job, you should have a long-term plan. An MBA or equivalent will definitely help. If you don't want to take a break from work, join a genuine correspondence program like the one offered by IGNOU and get it on your resume - the sooner, the better.
Thanks,
Robin
From India, Kochi
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