Hi Prachi,
This kind of immaturity is not expected at Director level. I think somebody should talk to him and his wife and make them understand the situation. This kind of emotional reaction from a senior person can not be accepted. You should also appraise your seniors about this and if required let MD speak to him personally.
Regards,
Umesh
From India, Madras
This kind of immaturity is not expected at Director level. I think somebody should talk to him and his wife and make them understand the situation. This kind of emotional reaction from a senior person can not be accepted. You should also appraise your seniors about this and if required let MD speak to him personally.
Regards,
Umesh
From India, Madras
Henry,
Wherever some prizes and financial rewards are involved chances of such efforts to reach the target increases. I think there is no need to invest time to prove anything.
Whenever a question goes into an indefinite loops to receive responses (which are more or less similar) and still the poster does not turn up to express thanks and request the community to close the post then chances are there that it is hypothetical rather than a real one. I believe that if a person is genuiney interested in the solution he/she will not wait indefinitely for the last response to reach. It may take weeks or even months. lol..
It is not a blame on someone but it is an efforts to throw some light on an activity that consumes valuable hours of senior/juniors HR members. If the query is genuine and if the entire brain storming session fetches some result then it is worth otherwise this is really worst to waste our time to make some query achieve highest number of responses.
Every hr person knows that he/she is the guide of his/her organization with regard to productivity and best utilization of man-hours. So individual must assess the genuineness of the query and and then respond.
All the best, Henry...:)
From India, Rajkot
25Wherever some prizes and financial rewards are involved chances of such efforts to reach the target increases. I think there is no need to invest time to prove anything.
Whenever a question goes into an indefinite loops to receive responses (which are more or less similar) and still the poster does not turn up to express thanks and request the community to close the post then chances are there that it is hypothetical rather than a real one. I believe that if a person is genuiney interested in the solution he/she will not wait indefinitely for the last response to reach. It may take weeks or even months. lol..
It is not a blame on someone but it is an efforts to throw some light on an activity that consumes valuable hours of senior/juniors HR members. If the query is genuine and if the entire brain storming session fetches some result then it is worth otherwise this is really worst to waste our time to make some query achieve highest number of responses.
Every hr person knows that he/she is the guide of his/her organization with regard to productivity and best utilization of man-hours. So individual must assess the genuineness of the query and and then respond.
All the best, Henry...:)
From India, Rajkot
It’s sheer immaturity of the director to ask for such favours. Please share the written policy document with him. Regards, Shabri
From India, Mumbai
From India, Mumbai
Hi, Prachi,
I think what you need to do mostly and always, as an HR employee, is being assertive, especially when a matter is concerning organisation policies. If HR in whichever organisation could not stand up for the organisation's policies, who could?
My advice to you, my friend, is to stand firm for the benefit of the organisation that is the life spring of the families of all its employees, whether at senior or entry level.
Never at any point in time bend the policies for an individual benefit in the organisation. The organisation is not 'his', but he is part of it, and most unfortunately, as an individual, the smallest part versus the total of other employees. So, the organisation will still be there even if he quits.
Do not worry, as you are the one who is more organisation-centred versus him, who is more self-centred. It raises a query to one's mind to think of a person like that as a senior employee, as he seems to have no respect of his organisation.
From South Africa, Johannesburg
I think what you need to do mostly and always, as an HR employee, is being assertive, especially when a matter is concerning organisation policies. If HR in whichever organisation could not stand up for the organisation's policies, who could?
My advice to you, my friend, is to stand firm for the benefit of the organisation that is the life spring of the families of all its employees, whether at senior or entry level.
Never at any point in time bend the policies for an individual benefit in the organisation. The organisation is not 'his', but he is part of it, and most unfortunately, as an individual, the smallest part versus the total of other employees. So, the organisation will still be there even if he quits.
Do not worry, as you are the one who is more organisation-centred versus him, who is more self-centred. It raises a query to one's mind to think of a person like that as a senior employee, as he seems to have no respect of his organisation.
From South Africa, Johannesburg
Hi, Prachi,
I think what you need to do mostly and always, as an HR employee, is being assertive, especially when a matter is concerning organisation policies. If HR in whichever organisation could not stand up for the organisation's policies, who could?
My advice to you, my friend, is to stand firm for the benefit of the organisation that is the life spring of the families of all its employees, whether at senior or entry level.
Never at any point in time bend the policies for an individual benefit in the organisation. The organisation is not 'his', but he is part of it, and most unfortunately, as an individual, the smallest part versus the the total of other employees. So, the organisation will still be there even if he quit.
Do not worry, as you are the one who is more organisation-centred versus him, who is more self-centred. It raises a query to one's mind to think of a person like that as a senior employee, as he seems to have no respect of his organisation.
From South Africa, Johannesburg
I think what you need to do mostly and always, as an HR employee, is being assertive, especially when a matter is concerning organisation policies. If HR in whichever organisation could not stand up for the organisation's policies, who could?
My advice to you, my friend, is to stand firm for the benefit of the organisation that is the life spring of the families of all its employees, whether at senior or entry level.
Never at any point in time bend the policies for an individual benefit in the organisation. The organisation is not 'his', but he is part of it, and most unfortunately, as an individual, the smallest part versus the the total of other employees. So, the organisation will still be there even if he quit.
Do not worry, as you are the one who is more organisation-centred versus him, who is more self-centred. It raises a query to one's mind to think of a person like that as a senior employee, as he seems to have no respect of his organisation.
From South Africa, Johannesburg
Hey!!
Considering that attrition cost of an efficient employee at this high level is very high added with intangible losses, dont let him go. He needs to be retained.
1. First of all check if the treatment given to the wife was at par with the other entry level employees.
2. If no, look its your fault, look into the matter. If yes, then talk to the director patiently and tell him that he is at the senior level and employees look upto his values and standards. Officialy a differential treatment cannot be given. Try and convince him for an informal treat. I'm very sure he'll understand this.
Differential treatment has to be avoided surely.
Considering that attrition cost of an efficient employee at this high level is very high added with intangible losses, dont let him go. He needs to be retained.
1. First of all check if the treatment given to the wife was at par with the other entry level employees.
2. If no, look its your fault, look into the matter. If yes, then talk to the director patiently and tell him that he is at the senior level and employees look upto his values and standards. Officialy a differential treatment cannot be given. Try and convince him for an informal treat. I'm very sure he'll understand this.
Differential treatment has to be avoided surely.
Dear Prachi,
Are these employees in question the only couple in your organisation?
To lighten the situation, why not suggest their first wedding
anniversary celebration? May be, if he too is attached to the organisation,
he'll wait. Time is the best healer. It will wash away his hard feelings.
Do not be impulsive in suggesting him to leave. In these times, it is
an ordeal to retain employees. It is said, a known devil is better than an unknown angel.......
Regards,
Dr. Nalini Vira
From India, Mumbai
Are these employees in question the only couple in your organisation?
To lighten the situation, why not suggest their first wedding
anniversary celebration? May be, if he too is attached to the organisation,
he'll wait. Time is the best healer. It will wash away his hard feelings.
Do not be impulsive in suggesting him to leave. In these times, it is
an ordeal to retain employees. It is said, a known devil is better than an unknown angel.......
Regards,
Dr. Nalini Vira
From India, Mumbai
ask the wife to Quit.....you will solve this issue then another will crope up.
like promotion...increment...
the girl sud have left the job at the time of marriage all by herself...all this situation is missing is ethics.
From India, Mumbai
like promotion...increment...
the girl sud have left the job at the time of marriage all by herself...all this situation is missing is ethics.
From India, Mumbai
Hi Prachi
I am totally agreed with everyone views. Firstly you will always face this problem on regular intervals of time. As your senior person got married to any executive, then kinldy ask your HR head to talk to him clearly. Because might be it can become practise in future that create problem. Specially during appraisal time.
I personally advice, if he has made up his mind to leave then let him go to make stabilisation in organisation. Dont make this culture as practise. Just starts looking some mature person for the same cadre
From India, Delhi
I am totally agreed with everyone views. Firstly you will always face this problem on regular intervals of time. As your senior person got married to any executive, then kinldy ask your HR head to talk to him clearly. Because might be it can become practise in future that create problem. Specially during appraisal time.
I personally advice, if he has made up his mind to leave then let him go to make stabilisation in organisation. Dont make this culture as practise. Just starts looking some mature person for the same cadre
From India, Delhi
Dear Prachi,
I think this is the time to change your company policies to satisfy both your director and his wife.
You should make the policy for similar kind of treatment on B'day celebrations despite of their designation. As you are celebrating it on last day of the month, so all senior and junior member should be present there and the menu of the party should be same. This will create a sense of family member and I am sure that your top officials must be convinced with this. In this manner you save the company to loose your director in question.
Thanks & Regards,
Ambuj Chaturvedi
Head - HR & Admn
Roop Polymers Ltd.
09999766854
I think this is the time to change your company policies to satisfy both your director and his wife.
You should make the policy for similar kind of treatment on B'day celebrations despite of their designation. As you are celebrating it on last day of the month, so all senior and junior member should be present there and the menu of the party should be same. This will create a sense of family member and I am sure that your top officials must be convinced with this. In this manner you save the company to loose your director in question.
Thanks & Regards,
Ambuj Chaturvedi
Head - HR & Admn
Roop Polymers Ltd.
09999766854
Find answers from people who have previously dealt with business and work issues similar to yours - Please Register and Log In to CiteHR and post your query.
MANAGING DIRECTOR-ROLE RESPONSIBILITY. doc
Left to Right Gopal Mahapatra CLO Oracle Suchitra Rajendra Director Organization Capability Pep.JPG