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Dear Eagle
Even, If we are diverted from our topic, definitely we will get back to our our original track because this world is quite smart enough to navigate us towards our destination........Everyone has to agree with this and its happening....
Glad that, we had progressed to the next level but why no one is raising one query
1) Why TOP MANAGEMENT is failing to educate employees to re-align themselves as per CORPORATE WORKCULTURE NORMS?"
2) Why IMMEDIATE ACTION is not initiate against EXPERIENCED EMPLOYEES but it is not the same scenario with less experienced employees.
I don't think so by revealing organisation's name, one has damage organization's reputation because ORGANISATION DOESN'T HAVE LIFE UNLIKE HUMAN BEINGS. By and large, it has helped many to understand the internal story as how TOP MANAGEMENT or EMPLOYER(s) are handling such issues. Whether they are attending to the detail or IGNORING it.
Imagine, if the employer or top management would have educated the HR MANAGER, neither he would have behaved rudely nor Mr. Swapnil would have posted her thread.
kindly do let me know, what is the reason for one to go wrong and why one is going wrong? This query is associated with this thread and you need to decode it, to reach my perception level.
with profound regards
From India, Chennai
Even, If we are diverted from our topic, definitely we will get back to our our original track because this world is quite smart enough to navigate us towards our destination........Everyone has to agree with this and its happening....
Glad that, we had progressed to the next level but why no one is raising one query
1) Why TOP MANAGEMENT is failing to educate employees to re-align themselves as per CORPORATE WORKCULTURE NORMS?"
2) Why IMMEDIATE ACTION is not initiate against EXPERIENCED EMPLOYEES but it is not the same scenario with less experienced employees.
I don't think so by revealing organisation's name, one has damage organization's reputation because ORGANISATION DOESN'T HAVE LIFE UNLIKE HUMAN BEINGS. By and large, it has helped many to understand the internal story as how TOP MANAGEMENT or EMPLOYER(s) are handling such issues. Whether they are attending to the detail or IGNORING it.
Imagine, if the employer or top management would have educated the HR MANAGER, neither he would have behaved rudely nor Mr. Swapnil would have posted her thread.
kindly do let me know, what is the reason for one to go wrong and why one is going wrong? This query is associated with this thread and you need to decode it, to reach my perception level.
with profound regards
From India, Chennai
Swapnil,
This would be of high importance if it stops my basic business proposition to my customer or client. At this stage, it isn't.
Like I said, I would probe into it. In my organization, we are very disciplined. We don't entertain people coming in for meetings without being prepared for the agenda (and I mean real well prepared). We also don't like people taking rules too casually. And we never allow people to talk through their hats when discussing work!
The newbie is probably right about the behavior, and apparently, and I never denied corrective action. But is it such an issue? I don't think so. From what I gather, this is some software company and not a skill development center.
The Hiring Manager, for me, is someone who has committed to provide me with a resource on a specific date. If he hasn't got the guy joined, he has failed his target. So, his pressing on the formalities is understandable. At the same time, if the person wanting to join is not prepared for it, he is also not appreciating his 'fitment criteria' in the organization.
There is no need to overreact. Its strictly business.
Now coming to bad conduct. At times people are sensitive. Hence, it would be better to talk it out to the manager and see. If it DOESN'T GET RESOLVED, only then involve the stakeholders. For I would first call both the guys and hear their stories. If the issue isn't resolved, then I might call for a formal inquiry. But before I take any action, my first question would be to the newbie: Did you tell him about this? What was the reaction? What do you expect the reaction to be (assuming it was unsatisfactory)? And after these questions, I would look at the plan of action given above.
Remember, as HR, you need to understand your business perspective. Its easy to fire people, and easy to hire as well. But it makes sense to understand the business driver before we take drastic measures.
Hope I answered your question dost.
From United States, Daphne
This would be of high importance if it stops my basic business proposition to my customer or client. At this stage, it isn't.
Like I said, I would probe into it. In my organization, we are very disciplined. We don't entertain people coming in for meetings without being prepared for the agenda (and I mean real well prepared). We also don't like people taking rules too casually. And we never allow people to talk through their hats when discussing work!
The newbie is probably right about the behavior, and apparently, and I never denied corrective action. But is it such an issue? I don't think so. From what I gather, this is some software company and not a skill development center.
The Hiring Manager, for me, is someone who has committed to provide me with a resource on a specific date. If he hasn't got the guy joined, he has failed his target. So, his pressing on the formalities is understandable. At the same time, if the person wanting to join is not prepared for it, he is also not appreciating his 'fitment criteria' in the organization.
There is no need to overreact. Its strictly business.
Now coming to bad conduct. At times people are sensitive. Hence, it would be better to talk it out to the manager and see. If it DOESN'T GET RESOLVED, only then involve the stakeholders. For I would first call both the guys and hear their stories. If the issue isn't resolved, then I might call for a formal inquiry. But before I take any action, my first question would be to the newbie: Did you tell him about this? What was the reaction? What do you expect the reaction to be (assuming it was unsatisfactory)? And after these questions, I would look at the plan of action given above.
Remember, as HR, you need to understand your business perspective. Its easy to fire people, and easy to hire as well. But it makes sense to understand the business driver before we take drastic measures.
Hope I answered your question dost.
From United States, Daphne
Dear members,
I appreciate the way you have replied the query. My advice to Swapnil whic i have said earlier also if you want a solution for a problem you need to accept both the views on the posted thread.So we must ready to accept the opinions in positive manner whether you agree or disagree.
Regards
Amit
From India, Delhi
I appreciate the way you have replied the query. My advice to Swapnil whic i have said earlier also if you want a solution for a problem you need to accept both the views on the posted thread.So we must ready to accept the opinions in positive manner whether you agree or disagree.
Regards
Amit
From India, Delhi
Really interesting case study to an HR person. As an HR person let us assess ours self and avoid conflict and misjudgements.
usually an HR person selected goes through tough psychological tests otherwise failure willbe the result to the organisation. Lack of evidence is there to judge either the new-joinee or the HR friend. But unprofessionalism byway of publishing a thing/story is seen here. Okay , let us judge ourself and do good to us to avoid failure. Regards.
From India, Bangalore
usually an HR person selected goes through tough psychological tests otherwise failure willbe the result to the organisation. Lack of evidence is there to judge either the new-joinee or the HR friend. But unprofessionalism byway of publishing a thing/story is seen here. Okay , let us judge ourself and do good to us to avoid failure. Regards.
From India, Bangalore
I very much agree with what was initiated by ngurjar. We haven't heard the other side of the story. And yeah not bringing the documents still remains a mistake. So it was not required for the candidate to be so loud to write a mail directly to HR. When you have made mistake, have a little tolerance of handling the results of it.
Anyhow, there might be a case that the new joinee wasn't liked by the HR and yet was brought to the company? The candidate cannot change the biases of that HR person. Even if he today joins the company, he will have to face the sarcasms of the HR, and writing such a mail will simply worsen the situation! If venting out frustrations was only thing that he was looking for, he could have spoken or in fact written a mail to someone of the junior position.
This might just have cushioned the blow!
From India, Delhi
Anyhow, there might be a case that the new joinee wasn't liked by the HR and yet was brought to the company? The candidate cannot change the biases of that HR person. Even if he today joins the company, he will have to face the sarcasms of the HR, and writing such a mail will simply worsen the situation! If venting out frustrations was only thing that he was looking for, he could have spoken or in fact written a mail to someone of the junior position.
This might just have cushioned the blow!
From India, Delhi
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