I am a mid-level manager in a small mom and pop company 0f about 50 employees. I manage approximately 20 of these employees in my division (largest division in the company). The two owners (husband and wife) did double duty in handling what few HR issues we had and had always handled them very well. Two years ago, the owners decided to hire a full-time HR Manager.
This person quickly bullied the owners into implementing hundreds of policies (relevant or not) as if we were some Fortune 500 companies. In the two years past, this person has now overrun the owners, and now acts as though she runs the place, which brings to my question:
This HR Manager is letting it be known to all other managers, that if (just one example) they don't take her advice to write-up or discipline their employee, that she herself will do so. Correct me if I'm wrong, but do HR managers have the authority to directly write-up or discipline an employee? Traditional HR as I know it says absolutely not.
Thanks for your replies in advance.
John Eiserman
From United States, Seattle
This person quickly bullied the owners into implementing hundreds of policies (relevant or not) as if we were some Fortune 500 companies. In the two years past, this person has now overrun the owners, and now acts as though she runs the place, which brings to my question:
This HR Manager is letting it be known to all other managers, that if (just one example) they don't take her advice to write-up or discipline their employee, that she herself will do so. Correct me if I'm wrong, but do HR managers have the authority to directly write-up or discipline an employee? Traditional HR as I know it says absolutely not.
Thanks for your replies in advance.
John Eiserman
From United States, Seattle
It appears you have a hyperactive HR Manager and she wants to get everything done as she wants. This is not as per the HR role or functional requirement. She is able to have her way because the organisation is pretty small and manageable. But such people will not be able to survive in the long run and will meet their nemesis.
From India, Mumbai
1422From India, Mumbai
Dear John Eiserman,
Most of the members of this forum are from India. For them what you have written could be contrary to what happens in India. For the first time I am seeing an assertive HR professional. The extent of assertion is so high that it has overshadowed the authority of the owners themselves! In contrast, in a large number of companies in India the HRs are docile and pushovers. Therefore, we the members of this forum will be able to give the correct solution to your problem is a point to moot.
Anyway, the solution will be given based on our common sense. Analysis of the problem is as below:
a) Owners of your store have swept off the HR Manager's feet. However, sooner they regain their authority the better. But then how to do that?
b) If you are a long-serving employee then please tell the owners to convey a town hall meeting as early as possible. The probable cause of HR Manager exercising her assertiveness is because of lack of upward communication. You need to foster means to develop that.
c) What type of personality you are? Being an operations person and that too one who controls 40% of the manpower you are expected to be a highly authoritative person. Right from the beginning, if you had kept HR under leash, this problem would not have come. Nevertheless, it is time for you to be assertive now.
d) What is your length of service? Do you have a high-level rapport with the owners? If not, start developing it.
e) Brand image of your store will depend on operational excellence. How do you measure the performance of your department? Can you introduce a few new measures?
f) Yes, discipline is absolutely important in any company. Discipline is a foundation for any organisation. Nevertheless, we cannot just rest on foundation and we have to build super structure also. This super structure will be in the form of employee suggestions, innovations at the workplace etc. Convince to the owners that sudden imposition of the discipline could put off the staff and they may not come up with the new ideas. Therefore, they need to take into account the cost of lost opportunities also.
g) Policies are important but then do policies foster bureaucracy in your company? If yes, then bring it to the notice of the owners.
Final Comments: - HR function is a people function. HR is expected to motivate the people in the organisation. HR is expected to be a person where employees can vent their feelings. Far from acting as a valve, if the HR starts suppressing the people then it is high time nip it in the bud. But then someone has to take an initiative to bring it to the notice of the owners. Otherwise it could be too late for the and for you too!
Thanks,
Dinesh Divekar
From India, Bangalore
Most of the members of this forum are from India. For them what you have written could be contrary to what happens in India. For the first time I am seeing an assertive HR professional. The extent of assertion is so high that it has overshadowed the authority of the owners themselves! In contrast, in a large number of companies in India the HRs are docile and pushovers. Therefore, we the members of this forum will be able to give the correct solution to your problem is a point to moot.
Anyway, the solution will be given based on our common sense. Analysis of the problem is as below:
a) Owners of your store have swept off the HR Manager's feet. However, sooner they regain their authority the better. But then how to do that?
b) If you are a long-serving employee then please tell the owners to convey a town hall meeting as early as possible. The probable cause of HR Manager exercising her assertiveness is because of lack of upward communication. You need to foster means to develop that.
c) What type of personality you are? Being an operations person and that too one who controls 40% of the manpower you are expected to be a highly authoritative person. Right from the beginning, if you had kept HR under leash, this problem would not have come. Nevertheless, it is time for you to be assertive now.
d) What is your length of service? Do you have a high-level rapport with the owners? If not, start developing it.
e) Brand image of your store will depend on operational excellence. How do you measure the performance of your department? Can you introduce a few new measures?
f) Yes, discipline is absolutely important in any company. Discipline is a foundation for any organisation. Nevertheless, we cannot just rest on foundation and we have to build super structure also. This super structure will be in the form of employee suggestions, innovations at the workplace etc. Convince to the owners that sudden imposition of the discipline could put off the staff and they may not come up with the new ideas. Therefore, they need to take into account the cost of lost opportunities also.
g) Policies are important but then do policies foster bureaucracy in your company? If yes, then bring it to the notice of the owners.
Final Comments: - HR function is a people function. HR is expected to motivate the people in the organisation. HR is expected to be a person where employees can vent their feelings. Far from acting as a valve, if the HR starts suppressing the people then it is high time nip it in the bud. But then someone has to take an initiative to bring it to the notice of the owners. Otherwise it could be too late for the and for you too!
Thanks,
Dinesh Divekar
From India, Bangalore
Dear colleague,
In this case HR is allowed to go overboard by the owners who seem to be blissfully unaware of it or are ignoring it.
It is very surprising that the HR policies steamrolled by the wierd HR manager, has not resulted in strong reaction from employees. I am sure such plethora of uncalled for policies would have shown up in low productivity, dissatisfaction and low morale of the staff.
In one word, HR manager does not seem to know his job and is completely misfit for the organization. Sooner he is seperated better for the owner/organization.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
In this case HR is allowed to go overboard by the owners who seem to be blissfully unaware of it or are ignoring it.
It is very surprising that the HR policies steamrolled by the wierd HR manager, has not resulted in strong reaction from employees. I am sure such plethora of uncalled for policies would have shown up in low productivity, dissatisfaction and low morale of the staff.
In one word, HR manager does not seem to know his job and is completely misfit for the organization. Sooner he is seperated better for the owner/organization.
Regards,
Vinayak Nagarkar
HR and Employee Relations Consultant
From India, Mumbai
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