Hello everyone. We are a medium-sized services company with approximately 300 people across India. Lately, we have observed a significant increase in people rejecting offers and, at the same time, leaking confidential HR information. We have been trying to identify the reason for this leak, and after some intelligence gathering, we have concluded that the HR manager is responsible for all the wrongdoing. On the surface, the HR manager appears very supportive and displays a strong belief in the company. However, in reality, the HR manager has been spreading rumors within the organization and dissuading prospective employees from joining. The management is hesitant to believe this and requires substantial evidence against the HR manager to take action. Employees who have spoken against the HR manager are unwilling to testify before the management. Therefore, my question is, what actions can I take to expose the misconduct of the HR manager to the management in a way that cannot be challenged? Please suggest.
From United States, Chicago
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From United States, Chicago
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It is incorrect to blame the HR manager. Prospective employees should always cross-check any information communicated to them. They should not believe in any rumors. You should definitely first conduct a self-check of the company and its policies before making any allegations. Furthermore, take appropriate action.
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As a Legal Manager, you know quite well that suspicion cannot replace proof. In organizational politics, HR professionals often become scapegoats due to their intermediary role. In situations like the one you've mentioned, they sometimes fall victim to their own loosely spoken words or bold suggestions made in the interest of resolving a crisis, whether for the organization or an individual. This is why many HR managers feel, by the end of their careers, that their job is thankless. This is a general observation, as no one is infallible; of course, there are different kinds of people. Your question indicates a pre-judgment based on the premise that there is no smoke without fire. It is better to conduct a discreet inquiry, gather all available information, make an impartial conclusion, and arrive at a rational decision in the organization's interest.
From India, Salem
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From India, Salem
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HR Manual (Employee Hand Book).doc