Dear Ramnaresh_20,
Many thanks for your kind notes as above, But all of us dealing with professional people in a professional manner in my idea first she is not counting in a professional category so why we should have some useless discussion with her in working environment that it will be case some type of gaps in our career path for our friend is better for look to another job or ignore this issue and do his work until and unless for a positive result in further since….. Some time we have to accept something that is not real!!!!!
From Singapore, Singapore
34Many thanks for your kind notes as above, But all of us dealing with professional people in a professional manner in my idea first she is not counting in a professional category so why we should have some useless discussion with her in working environment that it will be case some type of gaps in our career path for our friend is better for look to another job or ignore this issue and do his work until and unless for a positive result in further since….. Some time we have to accept something that is not real!!!!!
From Singapore, Singapore
Mr Nethaji
I dont agree with you. When you take up HR as a career you expect these kinds of hurdles in your proffesion. This is a sensitive matter and who else can deal sensitive issues better than a HR?
Looking for another job????????? Keep on running away from challenges? What guarantee can you give that the next job will not have similar situations?
Be strong and face the challenge. If you are confident and if you stick with the policy no one can touch you.
These kind of people should be punished for their performance which in turn sends a strong message to all the other colleagues.
From India, Hyderabad
I dont agree with you. When you take up HR as a career you expect these kinds of hurdles in your proffesion. This is a sensitive matter and who else can deal sensitive issues better than a HR?
Looking for another job????????? Keep on running away from challenges? What guarantee can you give that the next job will not have similar situations?
Be strong and face the challenge. If you are confident and if you stick with the policy no one can touch you.
These kind of people should be punished for their performance which in turn sends a strong message to all the other colleagues.
From India, Hyderabad
Hi,
Here in this particular situation I support Mr. Ramnaresh & completely agree to what he said.If u r working in HR , you have to be ready to face such kind of situations.
More or less the same incidence happened with me also.But,here in my case unfortunately that girl was one of my best friend. She was reporting to me . She was very irregular in her office timings. I tried my best with some counselling then verbal warning then 1st written warning & then 2nd written warning, but nothing much happened. So i took a very hard decision & went ahead to my MD with all the proofs & her attendance records.No doubts , we lost our good friendship & had a heated argument but at the end she is very regular & punctual.
Above mentioned real life incidence is a great example that while working in HR,some times we have to face the challenges that can effect your personal relations also.
But running from the situation or avoiding them never makes a sense. Face them & solve them in a professional manner.
Regards
Roopa
From India, Gurgaon
Here in this particular situation I support Mr. Ramnaresh & completely agree to what he said.If u r working in HR , you have to be ready to face such kind of situations.
More or less the same incidence happened with me also.But,here in my case unfortunately that girl was one of my best friend. She was reporting to me . She was very irregular in her office timings. I tried my best with some counselling then verbal warning then 1st written warning & then 2nd written warning, but nothing much happened. So i took a very hard decision & went ahead to my MD with all the proofs & her attendance records.No doubts , we lost our good friendship & had a heated argument but at the end she is very regular & punctual.
Above mentioned real life incidence is a great example that while working in HR,some times we have to face the challenges that can effect your personal relations also.
But running from the situation or avoiding them never makes a sense. Face them & solve them in a professional manner.
Regards
Roopa
From India, Gurgaon
hi all. 10q all for ur valuable views. i too am going through the same situation with sm of my staffs. now i feel i can handle my situation.
From India, Bhubaneswar
From India, Bhubaneswar
I m also agree with Netaji, although You Warn her thru mail and CC to MD, and one more thing you can suggest to her this way She cannot get the Bonus, other Benefits and ask the reason why she is doing this. As a HR we should always try to solve the Problem of Employee, So First Understand her problem, if it is resonable try to solve it.
From India, Pune
From India, Pune
That is why counselling is done at every meeting. The counselling should be done in such a way that the communication is 2 way.
From India, Hyderabad
From India, Hyderabad
Hi Richa,
As per the info given might be there is some understanding between MD and the said HR. The understanding might have got developed during here tenure in the company too.
As the employee is reporting to you write a stern mail to the lady under discussion to not to take any more leaves. You can write this even today also as a feedback. If the lady takes a leave again forward a same mail and ask her explanation for the first time. Depending upon the response you the mark a copy to MD and escalate the case formally. On any case you should use the same trail mail.
So over a period of time or at least a month you will be having enough evidence in trail mail. This case can used to take the final call.
On any case please keep us posted on updates.
Regards,
Ramanaiah
Dy. Mgr HR
From India, Vijayawada
As per the info given might be there is some understanding between MD and the said HR. The understanding might have got developed during here tenure in the company too.
As the employee is reporting to you write a stern mail to the lady under discussion to not to take any more leaves. You can write this even today also as a feedback. If the lady takes a leave again forward a same mail and ask her explanation for the first time. Depending upon the response you the mark a copy to MD and escalate the case formally. On any case you should use the same trail mail.
So over a period of time or at least a month you will be having enough evidence in trail mail. This case can used to take the final call.
On any case please keep us posted on updates.
Regards,
Ramanaiah
Dy. Mgr HR
From India, Vijayawada
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