Hi Folks,
This is Nani, recently I joined in battery manufacturing company which is established in 2007 as an Assistant manager-HR.Here there is no support to the new joiners. and politics level also very high when I tried to make them understand regarding work they won't allow me and they play games behind me. I would like to stop the back biting. Here the main problem is there is no qualified staff in P&A Dept even my managers also they have the work experience but they do not have minimum qualification related to HRD except my head. My head is staying in Head Office, he doesn't know regarding all these issues. Please suggest me to take necessary actions to solve these issues.
Thanks&Regards,
Nani.....
From India, Hyderabad
This is Nani, recently I joined in battery manufacturing company which is established in 2007 as an Assistant manager-HR.Here there is no support to the new joiners. and politics level also very high when I tried to make them understand regarding work they won't allow me and they play games behind me. I would like to stop the back biting. Here the main problem is there is no qualified staff in P&A Dept even my managers also they have the work experience but they do not have minimum qualification related to HRD except my head. My head is staying in Head Office, he doesn't know regarding all these issues. Please suggest me to take necessary actions to solve these issues.
Thanks&Regards,
Nani.....
From India, Hyderabad
Hi ,
As a asst mgr - hr you need to be a aggressive person .
You convey your problems to the head office , Sit with your head
discuss the matters,come up with motivational and team building
activities more. Take risk and go ahead man .
Regards
Rajeev
From India, Bangalore
111As a asst mgr - hr you need to be a aggressive person .
You convey your problems to the head office , Sit with your head
discuss the matters,come up with motivational and team building
activities more. Take risk and go ahead man .
Regards
Rajeev
From India, Bangalore
Dear Mv. N. Reddy,
prepare the unprofessional exercises of all individuals and create a Comprehensive report,(like attrition:- try to find the rate of attrition in your organization and what is root factor for attrition , stress level of employees, what is the reason of high level stress in your staffs and financial losses of organization due to such individuals behave ) and covey to your head office and also discuss with you head about mal-practice of the staffs who are involve in back biting. You can also develop new working culture using induction program, motivation of staff, solving the grievances of for new joiner staffs. They will follow you because when you will implement all these things new joiner will also feel well that good hands seniors are here and they will solve the problem or understand the problem but never be liberal for that individuals who are back biting and involve in mal-practice. Be Sincere & honest at the time when you are preparing report regarding employees performacne
With Regards
From India, Ranchi
prepare the unprofessional exercises of all individuals and create a Comprehensive report,(like attrition:- try to find the rate of attrition in your organization and what is root factor for attrition , stress level of employees, what is the reason of high level stress in your staffs and financial losses of organization due to such individuals behave ) and covey to your head office and also discuss with you head about mal-practice of the staffs who are involve in back biting. You can also develop new working culture using induction program, motivation of staff, solving the grievances of for new joiner staffs. They will follow you because when you will implement all these things new joiner will also feel well that good hands seniors are here and they will solve the problem or understand the problem but never be liberal for that individuals who are back biting and involve in mal-practice. Be Sincere & honest at the time when you are preparing report regarding employees performacne
With Regards
From India, Ranchi
1. Prepare a Report of your observations.
2. Take appointment & meet your Head.
3. Narrate the situation to him/her without being emotional.
4. Ask for the steps s/he suggests.
5. Respect all employees. Gain their trust. Remember, you are new - they already have networking.
6. Before you suggest any change, use empathy and communicate to win their confidence.
7. The change or professionalism you want to bring in can be brought by convincing, influencing and not by ordering, controlling or being authoritative.
8. Always think and talk about the benefit the employees will derive.
9. Most important, have patience. It will take time.
From India, Mumbai
2. Take appointment & meet your Head.
3. Narrate the situation to him/her without being emotional.
4. Ask for the steps s/he suggests.
5. Respect all employees. Gain their trust. Remember, you are new - they already have networking.
6. Before you suggest any change, use empathy and communicate to win their confidence.
7. The change or professionalism you want to bring in can be brought by convincing, influencing and not by ordering, controlling or being authoritative.
8. Always think and talk about the benefit the employees will derive.
9. Most important, have patience. It will take time.
From India, Mumbai
dear nani,
as i understand u have recently joined the battery company where u fill uncomfortable then i have also full n final suggestion to u is plzzzz tender ur resignation with immediate effect or be seriously talk with ur seniors or management.....because i never dont like this.....sowhy my perception does not allow this to suggest u for retain urself for more..
thanxxxxx
From India, Noida
as i understand u have recently joined the battery company where u fill uncomfortable then i have also full n final suggestion to u is plzzzz tender ur resignation with immediate effect or be seriously talk with ur seniors or management.....because i never dont like this.....sowhy my perception does not allow this to suggest u for retain urself for more..
thanxxxxx
From India, Noida
Hi Nani,
Usually in manufacturing industry, educational qualification is not considered.
Most of the people you'd notice would be at a designation because of their experience or talent.
Secondly, as an HR personnel, it would be your role to change the current scenario. By that I do not mean to say that replace the manpower with better qualified people. I mean to say is to train them on basic office etiquette or as suggested go for team building exercise.
Honestly, change is something that is retaliated always. You and me too would perhaps retaliate if we have to change in some or other respect which we do not find comfortable.
They might be not comfortable with the HR department or may be with you for the reasons -
1. Now the processes would be tracked
2. You being in the HR department, it becomes difficult for them to speak or have fun. (Assuming manufacturing units usually have males staff, it becomes a little uncomfortable for them to have their usual life in presence of a female personnel. Saying so as it was experienced by in my current employment.)
3. More so you are a new person, they might not know you,your intention etc. HR has always been in the hate list for employees for many reasons, and it is our duty to let them know that not all are same.
4. Again another problem could be - reporting to a junior person. Most of the person in your firm would be experience as well as age wise higher to you. It becomes a matter of ego and self respect to go to a junior for advice or sharing a concern etc.
I would suggest you to do following -
1. Since you've only recently joined, try to figure out what and how the people are working.
2. Report every action and take minutes on record, but do not report immediately.
3. Wait for atleast one month and continuously check the behavior on a day-to-day basis.
4. Even after 1 month if you find there is not much change, try to figure out what are the changes that are to be brought.
5. List down a few engagement, motivational and team building activities that you can do in your firm before you discuss the issue with any one. (Do not forget to keep a track on the daily behavior of the people in the said time)
6. One you have a list of daily behavior and a list of activities you plan to do (with their pros and cons) you can ask your Head for appointment to meet personally.
7. Discuss the problem and share the concern and suggest the schemes you have chalked out.
8. Convince how would your scheme benefit the firm,
Gone are the days when a junior reports the senior about a problem.
Now we are expected to also give a scheme/plan to solve the problem that we are to report.
And above all, it will also give you a learning experience on how to tackle such issue.
It would also look good on your part that you are not a baby to cry and complain of all the small problem and trouble coming your way, but you are ready to tackle them and learn from them.
All the best. :-)
From India, Mumbai
Usually in manufacturing industry, educational qualification is not considered.
Most of the people you'd notice would be at a designation because of their experience or talent.
Secondly, as an HR personnel, it would be your role to change the current scenario. By that I do not mean to say that replace the manpower with better qualified people. I mean to say is to train them on basic office etiquette or as suggested go for team building exercise.
Honestly, change is something that is retaliated always. You and me too would perhaps retaliate if we have to change in some or other respect which we do not find comfortable.
They might be not comfortable with the HR department or may be with you for the reasons -
1. Now the processes would be tracked
2. You being in the HR department, it becomes difficult for them to speak or have fun. (Assuming manufacturing units usually have males staff, it becomes a little uncomfortable for them to have their usual life in presence of a female personnel. Saying so as it was experienced by in my current employment.)
3. More so you are a new person, they might not know you,your intention etc. HR has always been in the hate list for employees for many reasons, and it is our duty to let them know that not all are same.
4. Again another problem could be - reporting to a junior person. Most of the person in your firm would be experience as well as age wise higher to you. It becomes a matter of ego and self respect to go to a junior for advice or sharing a concern etc.
I would suggest you to do following -
1. Since you've only recently joined, try to figure out what and how the people are working.
2. Report every action and take minutes on record, but do not report immediately.
3. Wait for atleast one month and continuously check the behavior on a day-to-day basis.
4. Even after 1 month if you find there is not much change, try to figure out what are the changes that are to be brought.
5. List down a few engagement, motivational and team building activities that you can do in your firm before you discuss the issue with any one. (Do not forget to keep a track on the daily behavior of the people in the said time)
6. One you have a list of daily behavior and a list of activities you plan to do (with their pros and cons) you can ask your Head for appointment to meet personally.
7. Discuss the problem and share the concern and suggest the schemes you have chalked out.
8. Convince how would your scheme benefit the firm,
Gone are the days when a junior reports the senior about a problem.
Now we are expected to also give a scheme/plan to solve the problem that we are to report.
And above all, it will also give you a learning experience on how to tackle such issue.
It would also look good on your part that you are not a baby to cry and complain of all the small problem and trouble coming your way, but you are ready to tackle them and learn from them.
All the best. :-)
From India, Mumbai
1. Too much politics and back biting - there could be redundant jobs, not enough employee engagement activities
2. Professional Qualification is not a must for somebody to perform in P&A or HRD office
My suggestion is to collate all your observations with supporting facts and prepare a document. Review it couple of times and then go and meet your boss
Also, mean time, try to get along with the team. Because you can not successfully perform one man show @ HR
From India, Bangalore
2. Professional Qualification is not a must for somebody to perform in P&A or HRD office
My suggestion is to collate all your observations with supporting facts and prepare a document. Review it couple of times and then go and meet your boss
Also, mean time, try to get along with the team. Because you can not successfully perform one man show @ HR
From India, Bangalore
Dear nani,
This is Nani, recently I joined in battery manufacturing company which is established in 2007 as an Assistant manager-HR. - Earlier your industry was manufacuring or something else....
Here there is no support to the new joiners. - What support do you expect from other employees...?
and politics level also very high - How you can define politics ?
when I tried to make them understand regarding work they won't allow me - What method you have used to make them understand, & how you realized that your understanding is 100% true...?
and they play games behind me. - What Games?
I would like to stop the back biting. - Do you have eyes behind you ? if no I am sure you believe on heaysay Statements & Gosspining that means you have not engaed yourself completely.........
Here the main problem is there is no qualified staff in P&A Dept even my managers also - Is it writtenn law that only " Qualified " people can become successful HR ?
they have the work experience but they do not have minimum qualification related to HRD - What is minimum qualification as per you required to become HR, is it written somwhere....?
except my head. My head is staying in Head Office, he doesn't know regarding all these issues.- He must be knowing otherwise he would not have become Head
Please suggest me to take necessary actions to solve these issues.
From India, Pune
This is Nani, recently I joined in battery manufacturing company which is established in 2007 as an Assistant manager-HR. - Earlier your industry was manufacuring or something else....
Here there is no support to the new joiners. - What support do you expect from other employees...?
and politics level also very high - How you can define politics ?
when I tried to make them understand regarding work they won't allow me - What method you have used to make them understand, & how you realized that your understanding is 100% true...?
and they play games behind me. - What Games?
I would like to stop the back biting. - Do you have eyes behind you ? if no I am sure you believe on heaysay Statements & Gosspining that means you have not engaed yourself completely.........
Here the main problem is there is no qualified staff in P&A Dept even my managers also - Is it writtenn law that only " Qualified " people can become successful HR ?
they have the work experience but they do not have minimum qualification related to HRD - What is minimum qualification as per you required to become HR, is it written somwhere....?
except my head. My head is staying in Head Office, he doesn't know regarding all these issues.- He must be knowing otherwise he would not have become Head
Please suggest me to take necessary actions to solve these issues.
From India, Pune
Dear Ankita,
Usually in manufacturing industry, educational qualification is not considered. - In Lala company it may happen but in reknowned industry educational qualification is must
Sorry to differ with your opinion......
From India, Pune
Usually in manufacturing industry, educational qualification is not considered. - In Lala company it may happen but in reknowned industry educational qualification is must
Sorry to differ with your opinion......
From India, Pune
Sir, for the posts she mentioned - P&A which is procurement.
In manufacturing industry procurement and admin is of great importance as that is one of the main operations.
Here they would need a person who is better experienced than better qualified.
As she said, they might be qualified, but not in the said area. But for P&A I do not think it is a necessity.
As for Lala companies, yes, they do not need any qualification for any post and I can be managing HR and Marketing and this and that whether or not I have the knowledge.
But the important issue rather solution to the problem is just one-
Instead of focusing on the qualification at a level where they have been working for a considerable duration, let us give them due credit for their skills that they've groomed over this period.
And as I said earlier in my post, the reason that they are not comfortable with her may be something else only.
From India, Mumbai
In manufacturing industry procurement and admin is of great importance as that is one of the main operations.
Here they would need a person who is better experienced than better qualified.
As she said, they might be qualified, but not in the said area. But for P&A I do not think it is a necessity.
As for Lala companies, yes, they do not need any qualification for any post and I can be managing HR and Marketing and this and that whether or not I have the knowledge.
But the important issue rather solution to the problem is just one-
Instead of focusing on the qualification at a level where they have been working for a considerable duration, let us give them due credit for their skills that they've groomed over this period.
And as I said earlier in my post, the reason that they are not comfortable with her may be something else only.
From India, Mumbai
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