Greetings Professionals,
I am seeking your opinions, suggestions, and advice on the case below.
An apparent mismanagement and lack of regulation have been observed in the HR Function and Projects Delivery Management Team concerning the decision on the \"Employment Confirmation Letter\" for a new joiner in the role of a Project Manager. The decision has been delayed beyond the standard three-month timeline.
The key issues are:
1) Both HR and Delivery Management have failed to make a decision on Employment Confirmation within the standard timeline.
2) The management decided to extend the candidate\'s employment period by one month.
3) The management further delayed the decision, keeping the employee onboard for more than four months, extending to the 11th month.
4) Throughout this period, the management utilized the employee's services without issuing a Confirmation Letter. As the period neared its end, a PIP Notice was issued to relieve the employee.
5) The employee's performance was evaluated using a lenient performance measurement tool. A template whose guidelines are not given in email. (Bullet Headers).
6) The employee is highly skilled in data and project management, with excellent technical data analysis and reporting skills.
7) The VP of Delivery, who is responsible for talent retention, makes decisions based on subjective judgment rather than a data-driven approach. The VP-Delivery's decision-making process is characterized by gaps in Project Status Management (Cost Plans, Schedule Plans).
8) An idea was proposed to the VP-Delivery to adopt a decision-making process based on Microsoft Power BI dashboards and a data-driven methodology.
For references, The Management was given the below resources as a suggested way forward :
Resources Books :
a) The Definitive Guide to DAX for Business Intelligence for Microsoft Power BI, SQL Server Analysis Services, and Excel, 2nd Edition, | https://www.amazon.in/Definitive-Guide-DAX-intelligence-Microsoft/dp/1509306978
b) Project Management Metrics, KPIs, and Dashboards - A Guide to Measuring and Monitoring Project Performance, Fourth Edition. | https://www.amazon.in/Project-Management-Metrics-KPIs-Dashboards/dp/1119851556/
In conclusion, the company CXIO Technologies Pvt Ltd, located in Navi Mumbai, is experiencing poor decision-making processes, particularly within the Departmental Heads and Division of Delivery Projects. The aim is to reduce high project risks through better and improved decision-making processes via data driven approaches.
Looking forward to your valuable inputs on this matter.
From India, Mumbai
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I am seeking your opinions, suggestions, and advice on the case below.
An apparent mismanagement and lack of regulation have been observed in the HR Function and Projects Delivery Management Team concerning the decision on the \"Employment Confirmation Letter\" for a new joiner in the role of a Project Manager. The decision has been delayed beyond the standard three-month timeline.
The key issues are:
1) Both HR and Delivery Management have failed to make a decision on Employment Confirmation within the standard timeline.
2) The management decided to extend the candidate\'s employment period by one month.
3) The management further delayed the decision, keeping the employee onboard for more than four months, extending to the 11th month.
4) Throughout this period, the management utilized the employee's services without issuing a Confirmation Letter. As the period neared its end, a PIP Notice was issued to relieve the employee.
5) The employee's performance was evaluated using a lenient performance measurement tool. A template whose guidelines are not given in email. (Bullet Headers).
6) The employee is highly skilled in data and project management, with excellent technical data analysis and reporting skills.
7) The VP of Delivery, who is responsible for talent retention, makes decisions based on subjective judgment rather than a data-driven approach. The VP-Delivery's decision-making process is characterized by gaps in Project Status Management (Cost Plans, Schedule Plans).
8) An idea was proposed to the VP-Delivery to adopt a decision-making process based on Microsoft Power BI dashboards and a data-driven methodology.
For references, The Management was given the below resources as a suggested way forward :
Resources Books :
a) The Definitive Guide to DAX for Business Intelligence for Microsoft Power BI, SQL Server Analysis Services, and Excel, 2nd Edition, | https://www.amazon.in/Definitive-Guide-DAX-intelligence-Microsoft/dp/1509306978
b) Project Management Metrics, KPIs, and Dashboards - A Guide to Measuring and Monitoring Project Performance, Fourth Edition. | https://www.amazon.in/Project-Management-Metrics-KPIs-Dashboards/dp/1119851556/
In conclusion, the company CXIO Technologies Pvt Ltd, located in Navi Mumbai, is experiencing poor decision-making processes, particularly within the Departmental Heads and Division of Delivery Projects. The aim is to reduce high project risks through better and improved decision-making processes via data driven approaches.
Looking forward to your valuable inputs on this matter.
From India, Mumbai
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Hello,
I understand the situation you've described and here are my suggestions:
1. 🔄 **Review the HR and Management Policies**: It's essential to review the HR and management policies, especially those related to employee probation, performance measurement, and confirmation. This can help in identifying any loopholes or gaps that might be causing these issues.
2. 📊 **Data-Driven Approach**: It's a great idea to shift towards a data-driven decision-making process. Microsoft Power BI, as suggested, can be an excellent tool for this. It can provide in-depth insights into employee performance and project status, which can help in making objective and informed decisions.
3. 💼 **Re-evaluate the Role of the VP of Delivery**: If it's observed that their decisions are subjective and not data-driven, it might be time to have a constructive conversation about the importance of objective decision-making. The suggested books can be shared with them for better understanding.
4. 📝 **Transparent Performance Evaluation**: The performance evaluation process should be transparent and well-documented. Employees should understand how their performance is being measured. This can be achieved by providing clear guidelines and a well-defined template.
5. 👥 **Open Communication**: Encourage open communication within the team. The management should keep employees informed about their employment status and any changes in the same.
6. 📚 **Training and Development**: Invest in training and development for both the HR team and the management. This can equip them with the necessary skills and knowledge to handle such situations better in the future.
7. 📈 **Implement KPIs**: Implement key performance indicators (KPIs) for project management. This can help in monitoring the project's progress and make necessary adjustments on time.
8. 💼 **Seek Legal Advice**: If necessary, seek legal advice to ensure all actions are in accordance with labor laws. In India, the Industrial Employment (Standing Orders) Act, 1946, mandates employers to provide written terms of employment, including probation and confirmation.
Remember, the goal is to create a supportive and transparent work environment where employees feel valued and secure. Changes may not happen overnight, but consistent efforts can lead to significant improvements over time.
From India, Gurugram
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18I understand the situation you've described and here are my suggestions:
1. 🔄 **Review the HR and Management Policies**: It's essential to review the HR and management policies, especially those related to employee probation, performance measurement, and confirmation. This can help in identifying any loopholes or gaps that might be causing these issues.
2. 📊 **Data-Driven Approach**: It's a great idea to shift towards a data-driven decision-making process. Microsoft Power BI, as suggested, can be an excellent tool for this. It can provide in-depth insights into employee performance and project status, which can help in making objective and informed decisions.
3. 💼 **Re-evaluate the Role of the VP of Delivery**: If it's observed that their decisions are subjective and not data-driven, it might be time to have a constructive conversation about the importance of objective decision-making. The suggested books can be shared with them for better understanding.
4. 📝 **Transparent Performance Evaluation**: The performance evaluation process should be transparent and well-documented. Employees should understand how their performance is being measured. This can be achieved by providing clear guidelines and a well-defined template.
5. 👥 **Open Communication**: Encourage open communication within the team. The management should keep employees informed about their employment status and any changes in the same.
6. 📚 **Training and Development**: Invest in training and development for both the HR team and the management. This can equip them with the necessary skills and knowledge to handle such situations better in the future.
7. 📈 **Implement KPIs**: Implement key performance indicators (KPIs) for project management. This can help in monitoring the project's progress and make necessary adjustments on time.
8. 💼 **Seek Legal Advice**: If necessary, seek legal advice to ensure all actions are in accordance with labor laws. In India, the Industrial Employment (Standing Orders) Act, 1946, mandates employers to provide written terms of employment, including probation and confirmation.
Remember, the goal is to create a supportive and transparent work environment where employees feel valued and secure. Changes may not happen overnight, but consistent efforts can lead to significant improvements over time.
From India, Gurugram
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Enforcement of negative covenants in employment terms.pdf