Right now I am having a problem. Because I gave a memo to my colleagues they are actually my friends. But now, they have a hard feelings on me. They dont talk to me anymore. Im just doing my job as HR, and I dont issue memo if i dont have basis or reports. Any advise for me?
P.S.
The memo I issued may terminate them.\
Thanks in advance.
Sincerely,
Rick Jason Fernandez
H.R. Officer
From Philippines, Quezon
8P.S.
The memo I issued may terminate them.\
Thanks in advance.
Sincerely,
Rick Jason Fernandez
H.R. Officer
From Philippines, Quezon
Dear Rick,
First and foremost make it a point that HR's job is thankless and we cannot be driven by emotions. If they deserved memo then they got and matter ends there.
Secondly, whether HR or otherwise, manager must think from head and not from heart.
Ok...
DVD
From India, Bangalore
First and foremost make it a point that HR's job is thankless and we cannot be driven by emotions. If they deserved memo then they got and matter ends there.
Secondly, whether HR or otherwise, manager must think from head and not from heart.
Ok...
DVD
From India, Bangalore
@DVD
Thanks for your suggestion, after i knew your suggestion, i made this letter to him..
"Be informed that no one is above our policy . I am tasked to implement our policy with fairness , justice and equality . This is done on my behalf by any HR personnel tasked to deliver memo signed by me to implement fully our policy with no exception. But when found you not guilty , such memo justified by your reasons and accepted during my clarification & investigative process where all involved are given chance to be heard be made not guilty thereof. A note written into the memo letter is done to make the memo's contained allegations with no bearings of derogatory confirmation of act committed as alleged but would make it void and no impact on your records."
Thank you..
Regards,
Rick Jason Fernandez
From Philippines, Quezon
Thanks for your suggestion, after i knew your suggestion, i made this letter to him..
"Be informed that no one is above our policy . I am tasked to implement our policy with fairness , justice and equality . This is done on my behalf by any HR personnel tasked to deliver memo signed by me to implement fully our policy with no exception. But when found you not guilty , such memo justified by your reasons and accepted during my clarification & investigative process where all involved are given chance to be heard be made not guilty thereof. A note written into the memo letter is done to make the memo's contained allegations with no bearings of derogatory confirmation of act committed as alleged but would make it void and no impact on your records."
Thank you..
Regards,
Rick Jason Fernandez
From Philippines, Quezon
Hi, Rick,
I got the same experience when I moved to HR field years ago. But I did get one solution and practiced very well so far. My solution is that I set up one e-mail account like 'xxx-HR Notice', and we use this e-mail account for HR notification, and it`s also used to send e-mail notice for employment termination before HR talk with the employee face to face. Employee survey has also told me that people can recorgnize 'it is the notice from an orgornization instead of individual ( even though we always put the key contact person`s name at the bottom of the e-mail. )'
Again, we continously leverage this method and set up some other accounts like 'XXX-Employee Coomunication', ' XXX-Social Club', the logic is that we should guide our employee to understand that message is from an Org. , not individual, the Org. group is accountable but not any individual.
From China, Shanghai
I got the same experience when I moved to HR field years ago. But I did get one solution and practiced very well so far. My solution is that I set up one e-mail account like 'xxx-HR Notice', and we use this e-mail account for HR notification, and it`s also used to send e-mail notice for employment termination before HR talk with the employee face to face. Employee survey has also told me that people can recorgnize 'it is the notice from an orgornization instead of individual ( even though we always put the key contact person`s name at the bottom of the e-mail. )'
Again, we continously leverage this method and set up some other accounts like 'XXX-Employee Coomunication', ' XXX-Social Club', the logic is that we should guide our employee to understand that message is from an Org. , not individual, the Org. group is accountable but not any individual.
From China, Shanghai
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.
Disciplinary Memo.doc
Giving and Receiving Feedback New.ppt