Hi, I am Sarita, an Head HR I am working in an organisation, just wanna share something from my past experience of 12 years in the industry. Why people have conflict with HR and have the impression that HR wants to be their boss. Yes I know every employee is not like that but few of the employees have this perception.
Thanks
From India, Mumbai
Thanks
From India, Mumbai
Dear Sarita,
It may be true also. People understand from our actions not by what we think of them. It must be brought in the knowledge of employees that HR is for them, to support them.
I would suggest you to come up with employee friendly policies and start some good HR practices so employees feel confident about HR. Do remember to present HR as a friend to every employee in your Organisation.
From India, Delhi
141It may be true also. People understand from our actions not by what we think of them. It must be brought in the knowledge of employees that HR is for them, to support them.
I would suggest you to come up with employee friendly policies and start some good HR practices so employees feel confident about HR. Do remember to present HR as a friend to every employee in your Organisation.
From India, Delhi
yes, it is shychology of employees that hr is done all thing like salary,recruitment, treating ,directing so yet while hr is boss of them and it is sandwich of hr role in industries so dont mind and accept to challenge to resolve employees grievance
From India, Rajkot
From India, Rajkot
Functions like HR, Finance,Admin etc are functions which are normally custodians of policies which have a direct effect on the employee. During the application of such company policies, the communication emanating from HR, Admin and Finance normally have a tone of superiority on account of they interpreting the policy. This could be the reason for the employees to think the way they are thinking
From Indonesia, Jakarta
From Indonesia, Jakarta
Hi Sarita,
Employees do not have the impression that HR wants to be their boss, they think HR is the obstacle in their work ways. This is generally portrayed as, ‘management gives opportunities' & ‘HR gives rules'.
HR should survey, up to what extent their employees think that the rules are hindering with their opportunities.
It should be understood by employees that HR are also employees. This can be done through the employee oriented HR policies. Six sigma type of productivity improvement processes emphasis on employee participation in the suggestions to correct/upgrade policies & processes.
You have to check how much employee contribution is really present in your policies. (e.g.: A food committee comprising of only employees, who bring their own Tiffin. This will always raise questions on their dedication towards canteen food quality assurance).
Likewise, it should be understood by HR that other employees are also their peers & there should be transparent communication & understanding between both parties. Sometimes, the HR policies really 'dictate' dumb rules, as HR accepts them as ‘helpless subordinates’ of management.
They say a king is as good as his council. I think same goes for Management & HR. The HR as council has to be wise, & ethical, & smart, & sometimes very candid. If not, you can find many cases, where companies become "penny wise & pound foolish". (E.g.: Company is trying to save little cost on a cheap vendor, who provides unsatosfactory service to employees, which in turn increases dissatisfaction & loss through productivity).
Though, the difference between HR employees & other employees is, that other employees do not really (officially) have to think of rest of the employees, but HR do. That is why the employees in HR has to be more sensitive towards this matter, Even though other employees do not show this sensitivity. This lack of higher sensitivity & a feeling that “Employees do not like HR” only pushes them more apart.
It can be done effectively only by HR, to bridge this gap & bring employee confidence.
Best Regards,
Amod Bobade
Employees do not have the impression that HR wants to be their boss, they think HR is the obstacle in their work ways. This is generally portrayed as, ‘management gives opportunities' & ‘HR gives rules'.
HR should survey, up to what extent their employees think that the rules are hindering with their opportunities.
It should be understood by employees that HR are also employees. This can be done through the employee oriented HR policies. Six sigma type of productivity improvement processes emphasis on employee participation in the suggestions to correct/upgrade policies & processes.
You have to check how much employee contribution is really present in your policies. (e.g.: A food committee comprising of only employees, who bring their own Tiffin. This will always raise questions on their dedication towards canteen food quality assurance).
Likewise, it should be understood by HR that other employees are also their peers & there should be transparent communication & understanding between both parties. Sometimes, the HR policies really 'dictate' dumb rules, as HR accepts them as ‘helpless subordinates’ of management.
They say a king is as good as his council. I think same goes for Management & HR. The HR as council has to be wise, & ethical, & smart, & sometimes very candid. If not, you can find many cases, where companies become "penny wise & pound foolish". (E.g.: Company is trying to save little cost on a cheap vendor, who provides unsatosfactory service to employees, which in turn increases dissatisfaction & loss through productivity).
Though, the difference between HR employees & other employees is, that other employees do not really (officially) have to think of rest of the employees, but HR do. That is why the employees in HR has to be more sensitive towards this matter, Even though other employees do not show this sensitivity. This lack of higher sensitivity & a feeling that “Employees do not like HR” only pushes them more apart.
It can be done effectively only by HR, to bridge this gap & bring employee confidence.
Best Regards,
Amod Bobade
Dear Amod,
I understand that many a times, HR is seen as a villian. One needs to understand from HR perspective too. For HR all employees are equal and no body is special. A privilege cannot be give to one employee and denied to other. I also understand that HR needs to be sensitive to employee needs and should always be flexible without crossing permissible limits.
For such thing to happen, Management should hire a matured and seasoned HR professional and invest in talent development opportunities. HR leader is sandwiched between employees and Management.
Regards,
Murali
From India, Hyderabad
I understand that many a times, HR is seen as a villian. One needs to understand from HR perspective too. For HR all employees are equal and no body is special. A privilege cannot be give to one employee and denied to other. I also understand that HR needs to be sensitive to employee needs and should always be flexible without crossing permissible limits.
For such thing to happen, Management should hire a matured and seasoned HR professional and invest in talent development opportunities. HR leader is sandwiched between employees and Management.
Regards,
Murali
From India, Hyderabad
HR in any organisation has vital role to play.Both Management and employees have high expectations from HR.Business Demands profits,employee demands salary and other benefits.While HR is all about managing people,it is always expected by the management that HR should manage people/employees in a manner that business runs smoothly and Goals are achieved.While employees expect that their share of benefits and compensation, welfare etc is being taken care of efficiently by the HR.The key factor is Balance between the management demands and Employee demands.Having said this,I feel that HR has to be extraordinarily competent and smart to manage employees and convince management on human resource issues within the Policies of companies.Management's support and confidence in hr can make it happen.While HR has his personal responsibility to be a employee friendly and humble person to retrieve more productivity out of them and in return compensate them up to their satisfaction.
From India, Vadodara
From India, Vadodara
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HR Manual (Employee Hand Book).doc