Dear Priyanka,
The episode u described seems to be quite unfortunate! May be your friend lacks manipulative skills.In my personal view ( I am sure that it will not be acceptable to some idealistic minds) if one does not have a minimum set of manipulative skills (certainly not necessarily cynical), he/she cannot survive in this highly competitive world.It is my firm belief that a manager ( very particularly the H.R MANAGER ) should follow the principles of Lord Krishna only. Since your friend is a dynamic person endowed with sincerity, honesty n hard work, finding an alternative job will not be difficult.
From India, Salem
5967The episode u described seems to be quite unfortunate! May be your friend lacks manipulative skills.In my personal view ( I am sure that it will not be acceptable to some idealistic minds) if one does not have a minimum set of manipulative skills (certainly not necessarily cynical), he/she cannot survive in this highly competitive world.It is my firm belief that a manager ( very particularly the H.R MANAGER ) should follow the principles of Lord Krishna only. Since your friend is a dynamic person endowed with sincerity, honesty n hard work, finding an alternative job will not be difficult.
From India, Salem
Hi Priyanka,
With reference to your above post -
1. Is she given any performance certificate or award or any written letter to confirm her contribution?
A hike in salary can be said to be given to be at-par with the compensation given to employees at similar level.
2. Her work ex in current firm is 2.5 yrs and she recruited HR Manager last year.
After having a work-ex for around 1 to 1.5 yrs, I think what she could have done was recruit a junior to her so that she can delegate the tasks to the junior and she can climb the ladder up by involving herself in strategising the HR functions.
There is always a first time to things. I am sure she did so because she felt that she is not experienced enough, but let me tell you, the best learnings can be obtained from the school of experiences.
Please note that this is not to point out where she faulted but to mention the care she should be taking in future.
3. How is it that she is hiring someone on a designation higher to her but is compensated less than her?
Money is very important. Please note that when someone is at a higher designation but recieves a compensation lesser than the sub-ordinates, it really impacts.
Either the person would quit, or would play politics so that the sub-ordinate quits...
It was her responsibility to see to it that either the compensation was at par or the designation given was not above her.
4. Now let us take the view from management side.
Your friend had been working for 2.5 years and is drawing a salary of X pa
The new manager that she appointed is for about 1 yr and draws a salary of Y pa (X > Y)
Now if I can get a person at a higher designation and perhaps with better experience at a lower cost, I would want to retain him and get rid of the costly employee.
Good or bad, sweet or bitter, this is the fact in most SMBs.
5. You mentioned she is the only working member in the family.
In that case, don't you think it could have been better if she first looked for job, hunted one down and only after having one confirmed should have resigned?
She could have let the manager take advantage of her work for time being. Atleast the inflow of cash would not have stopped and she would not have the tension of looking for a new one in this job crunching time.
==============================================
Though honesty is the best policy, here if you are being honest, you are bad mouthing your ex-employer, which is a complete no-no.
Most companies these days go for Background Verification Checks before giving the employment letter. Usually they'd approach your last employer for that.
Are you confident that the ex-employer would give a good review for her on asking and would not create a problem?
Do you think bad-mouthing the practices (even if it is the fact) would help you gain the opportunity?
You mentioned that she was handling HR department individually. Ask her to try and focus on that aspect as much as possible.
Try to first build up a rapport. And before going to the interview, ask her to weigh the pros and cons of revealing or not revealing the situation to the prospect employers. Accordingly frame the answer.
Hope this answered your query.
From India, Mumbai
With reference to your above post -
1. Is she given any performance certificate or award or any written letter to confirm her contribution?
A hike in salary can be said to be given to be at-par with the compensation given to employees at similar level.
2. Her work ex in current firm is 2.5 yrs and she recruited HR Manager last year.
After having a work-ex for around 1 to 1.5 yrs, I think what she could have done was recruit a junior to her so that she can delegate the tasks to the junior and she can climb the ladder up by involving herself in strategising the HR functions.
There is always a first time to things. I am sure she did so because she felt that she is not experienced enough, but let me tell you, the best learnings can be obtained from the school of experiences.
Please note that this is not to point out where she faulted but to mention the care she should be taking in future.
3. How is it that she is hiring someone on a designation higher to her but is compensated less than her?
Money is very important. Please note that when someone is at a higher designation but recieves a compensation lesser than the sub-ordinates, it really impacts.
Either the person would quit, or would play politics so that the sub-ordinate quits...
It was her responsibility to see to it that either the compensation was at par or the designation given was not above her.
4. Now let us take the view from management side.
Your friend had been working for 2.5 years and is drawing a salary of X pa
The new manager that she appointed is for about 1 yr and draws a salary of Y pa (X > Y)
Now if I can get a person at a higher designation and perhaps with better experience at a lower cost, I would want to retain him and get rid of the costly employee.
Good or bad, sweet or bitter, this is the fact in most SMBs.
5. You mentioned she is the only working member in the family.
In that case, don't you think it could have been better if she first looked for job, hunted one down and only after having one confirmed should have resigned?
She could have let the manager take advantage of her work for time being. Atleast the inflow of cash would not have stopped and she would not have the tension of looking for a new one in this job crunching time.
==============================================
Though honesty is the best policy, here if you are being honest, you are bad mouthing your ex-employer, which is a complete no-no.
Most companies these days go for Background Verification Checks before giving the employment letter. Usually they'd approach your last employer for that.
Are you confident that the ex-employer would give a good review for her on asking and would not create a problem?
Do you think bad-mouthing the practices (even if it is the fact) would help you gain the opportunity?
You mentioned that she was handling HR department individually. Ask her to try and focus on that aspect as much as possible.
Try to first build up a rapport. And before going to the interview, ask her to weigh the pros and cons of revealing or not revealing the situation to the prospect employers. Accordingly frame the answer.
Hope this answered your query.
From India, Mumbai
Dear Mr. Umakanthan
I totally agree with your views above. I remeber there was discussion recntly in some other thread where an ambitious and performing HR officer increased the expectations of the employer about her potential much to her inconvenience as the employer started assigning one function after the other and finally asked her to take care of reception also which she found it diffcult to gulp.She became a victim of her own performance instead of being benficiary of it.There was good discussion on it by enlightened minds in that thread one of whom in fact identified raising expectations as the cause for her plight. Then in my post, I asked the question to them whether an ambitious and performing HR shall not raise expectations by her performance and if she can raise the expectations, where she shall draw a line to avoid an awkward situation like this. So far there is no response to my query. Iam still enthusiastic to hear the reponse.
But your reply above has provided the answer to my post in that thread.Yes, it is not only necessary that an employees needs to be hard working, committed and honest but shall also have been endowed with tact, strategy and diplomacy to gaurd these traits from being exploited by a cunning employer, to ward off any attempt by an incompetent colleague or a scheming superior to stealthily hijack credit for a job well done from the employee and to cleverly showcase her/his performance to mangement so that it knows who the rela performers. These skills are positive and will past the test of ethics since they are meant for one's defence from unethcal external attempts and to substantiate what is right as right.
B.Saikumar
Mumbai
From India, Mumbai
I totally agree with your views above. I remeber there was discussion recntly in some other thread where an ambitious and performing HR officer increased the expectations of the employer about her potential much to her inconvenience as the employer started assigning one function after the other and finally asked her to take care of reception also which she found it diffcult to gulp.She became a victim of her own performance instead of being benficiary of it.There was good discussion on it by enlightened minds in that thread one of whom in fact identified raising expectations as the cause for her plight. Then in my post, I asked the question to them whether an ambitious and performing HR shall not raise expectations by her performance and if she can raise the expectations, where she shall draw a line to avoid an awkward situation like this. So far there is no response to my query. Iam still enthusiastic to hear the reponse.
But your reply above has provided the answer to my post in that thread.Yes, it is not only necessary that an employees needs to be hard working, committed and honest but shall also have been endowed with tact, strategy and diplomacy to gaurd these traits from being exploited by a cunning employer, to ward off any attempt by an incompetent colleague or a scheming superior to stealthily hijack credit for a job well done from the employee and to cleverly showcase her/his performance to mangement so that it knows who the rela performers. These skills are positive and will past the test of ethics since they are meant for one's defence from unethcal external attempts and to substantiate what is right as right.
B.Saikumar
Mumbai
From India, Mumbai
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