Thanks everyone
I was not clear in my post which caused a lot of misunderstandings, I was shocked to see some of the feed backs including my reply
I liked Mr. Kannan's reply, as he could figure out some solutions without much details from me.
This is my 13th year in the field I head a core Team of 5. Believe me Its not the marriage or kids or money I was afraid of, I was married 7 years ago my son was 1 year old .... when I switched to my present company. Mater of fact, I have very good offers in hand but I don't want to accept them as they are based out of bangalore...
My company is good, one of the top in its field. It was a set of people in the company who wants to achieve something by bringing in some bios in some procedures ... couldn't oppose, because some top people were ok with it.
Thou, None of the issues were directly related to me but when people stared saying 'Policy and procedures are not implemented properly by HR here'
as the people sitting in HR are week, and some people actually started playing politics with this. The words actually used were as strong as it could be and
I was in the mid of a dirty politics.I had to accept some forced procedures.
Wanted to leave but not willing to go out of city for another Job that was the dilemma I was into.
Our company policy is very strong but procedures keep changing giving rooms for disturbed working condition.
Friday evening I Sent one well worked strategic mail to everyone concerned from my grade to 5 Grades above,
in all the departments on 3 definite issues. And also proposed for inclusion of few new lines in Procedural guidelines(Not the Policy) on 3 Definite processes.
Made a big noise about it, briefly explained below.
Proposal 1. Any new proposals or situation specific official requests , deviations in procedures by any employee has to be made / informed directly to "Unit Head" only
reporting authorities will only be in CC and any reply or comment by Unit Head to such requests to be sent to the concern departments.
Background : (In Most of the request cases immediate bosses used to suppress the requests of subordinates stating as deviation. example procurement of
new advanced equipment etc which are not budgeted but V. much required)
Proposal 2. No Verbal Requests or commands to carry on any job or issues involving money / finance, or which involves other departments by heads.
Background: (At times department heads allocate some staff to other departmental works at emergencies, later the same Department heads questions
such staff for the gap in their regular work)
Proposal 3. HR is not a Rubber stamp .... We are not here to stamp your dirty papers, they will be sent to garbage bins hereon.
Background : (Making approval notes after completion of the job and sending to HR for signing as initiated. which is already signed by Heads hence we
cant refuse them.?)
Proposals may look very silly, but it changed my world. it was a Hammer Hit like "Get in the procedure or Get Lost".
I even asked a couple of seniors who were like... what was the need to make this a big issue "well sir, how did you come this long without knowing it".
Things are very much back on track..at least for the time being, My team is in limelight haha,
Meetings are being held by finance, planning and procurement and execution teams, and some of them got a well deserved paybacks of their deeds..
But I know have to expect some challenges in return, I also have plans to change this job too........... this is communicated in advance ..
--
Warm Regards
Vinod Kumar .H.R
From India,
3I was not clear in my post which caused a lot of misunderstandings, I was shocked to see some of the feed backs including my reply
I liked Mr. Kannan's reply, as he could figure out some solutions without much details from me.
This is my 13th year in the field I head a core Team of 5. Believe me Its not the marriage or kids or money I was afraid of, I was married 7 years ago my son was 1 year old .... when I switched to my present company. Mater of fact, I have very good offers in hand but I don't want to accept them as they are based out of bangalore...
My company is good, one of the top in its field. It was a set of people in the company who wants to achieve something by bringing in some bios in some procedures ... couldn't oppose, because some top people were ok with it.
Thou, None of the issues were directly related to me but when people stared saying 'Policy and procedures are not implemented properly by HR here'
as the people sitting in HR are week, and some people actually started playing politics with this. The words actually used were as strong as it could be and
I was in the mid of a dirty politics.I had to accept some forced procedures.
Wanted to leave but not willing to go out of city for another Job that was the dilemma I was into.
Our company policy is very strong but procedures keep changing giving rooms for disturbed working condition.
Friday evening I Sent one well worked strategic mail to everyone concerned from my grade to 5 Grades above,
in all the departments on 3 definite issues. And also proposed for inclusion of few new lines in Procedural guidelines(Not the Policy) on 3 Definite processes.
Made a big noise about it, briefly explained below.
Proposal 1. Any new proposals or situation specific official requests , deviations in procedures by any employee has to be made / informed directly to "Unit Head" only
reporting authorities will only be in CC and any reply or comment by Unit Head to such requests to be sent to the concern departments.
Background : (In Most of the request cases immediate bosses used to suppress the requests of subordinates stating as deviation. example procurement of
new advanced equipment etc which are not budgeted but V. much required)
Proposal 2. No Verbal Requests or commands to carry on any job or issues involving money / finance, or which involves other departments by heads.
Background: (At times department heads allocate some staff to other departmental works at emergencies, later the same Department heads questions
such staff for the gap in their regular work)
Proposal 3. HR is not a Rubber stamp .... We are not here to stamp your dirty papers, they will be sent to garbage bins hereon.
Background : (Making approval notes after completion of the job and sending to HR for signing as initiated. which is already signed by Heads hence we
cant refuse them.?)
Proposals may look very silly, but it changed my world. it was a Hammer Hit like "Get in the procedure or Get Lost".
I even asked a couple of seniors who were like... what was the need to make this a big issue "well sir, how did you come this long without knowing it".
Things are very much back on track..at least for the time being, My team is in limelight haha,
Meetings are being held by finance, planning and procurement and execution teams, and some of them got a well deserved paybacks of their deeds..
But I know have to expect some challenges in return, I also have plans to change this job too........... this is communicated in advance ..
--
Warm Regards
Vinod Kumar .H.R
From India,
Greeting Vinod,
Glad to note that you are in the limelight now. As regards the situations you have explained in your reply, in my opinion it is nothing different in other companies.
Proposal 1 : The subordinates raise a request for a capital expenditure looking for the immediate requirement, but the department head has to justify the expenditure in the long term perspective. They have to project the payback period and what is the future prospect for utilization of the equipment. Hence, it is always a long drawn process. The subordinates have to project the expenditure considering the above matters. More importantly, the finances of the company has to be right to make such investment, the modifications in the plant layout and the changes in the manufacturing line etc also matters as any new machinery/ equipment needs a space to be provided for it in the existing layout. Any new equipment added needs approval from statutory authorities, if the equipment recommended is power intensive then the increase in power consumed also is taken into account.
Proposal 2 : All departments look upon HR department to provide the requisite manpower. There is always a peaking workload in all departments.
For example during
- Financial audit, the finance department is overburdened.
- Month end and financial year end, the operations department stretches itself and so on.
Hence, we recommend deployment of persons with relatively lesser workloads in other departments to support at times of increased work loads. But if there are clearly defined policies these additional workforce provided for interim support can always be withdrawn. So it is important that the roles are defined clearly to enable this process.
Proposal 3 : I agree with your view point. But the way we present matters. You can state that HR department is available for any discussion to facilitate the approval process.
I am sure that you will have challenges to the mail sent by you. All the very best.
Regards
From India, Madras
Glad to note that you are in the limelight now. As regards the situations you have explained in your reply, in my opinion it is nothing different in other companies.
Proposal 1 : The subordinates raise a request for a capital expenditure looking for the immediate requirement, but the department head has to justify the expenditure in the long term perspective. They have to project the payback period and what is the future prospect for utilization of the equipment. Hence, it is always a long drawn process. The subordinates have to project the expenditure considering the above matters. More importantly, the finances of the company has to be right to make such investment, the modifications in the plant layout and the changes in the manufacturing line etc also matters as any new machinery/ equipment needs a space to be provided for it in the existing layout. Any new equipment added needs approval from statutory authorities, if the equipment recommended is power intensive then the increase in power consumed also is taken into account.
Proposal 2 : All departments look upon HR department to provide the requisite manpower. There is always a peaking workload in all departments.
For example during
- Financial audit, the finance department is overburdened.
- Month end and financial year end, the operations department stretches itself and so on.
Hence, we recommend deployment of persons with relatively lesser workloads in other departments to support at times of increased work loads. But if there are clearly defined policies these additional workforce provided for interim support can always be withdrawn. So it is important that the roles are defined clearly to enable this process.
Proposal 3 : I agree with your view point. But the way we present matters. You can state that HR department is available for any discussion to facilitate the approval process.
I am sure that you will have challenges to the mail sent by you. All the very best.
Regards
From India, Madras
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.
Strategic-hr-ma nagement2_422.p df
Job Description - HR & Admin.doc
Tangent HR Solutions.ppt