A human resources manager wears many hats in the workplace and is responsible for various
administration tasks as well as acting as an effective liaison between you (as
management) and the employees of the company. If your HR manager is
ineffective, they can cause a snowball effect of negative problems in the
company. As an owner or manager, you may be wondering how you should
effectively handle the situation:
1
Define what Makes an HR Manager Strong
Before dealing with your weak HR
manager, you need to first ensure that they are weak by defining what makes an
HR manager strong and effective. Consider how they measure up against the
ideal in the following areas:
- Recruiting
Efforts –
Effective employee recruiting, which includes strategic planning and
disciplined adherence to specific staffing goals.
- Communication – Ability to effectively
communicate with management team members regarding all recruiting and
administrative staffing issues.
- Organization – Capability to
proficiently handle all types of administrative issues that occur on a
daily basis.
- Complaints – Aptitude for dealing
with complaints among employees and adherence to management’s mindset on
how problems should be solved.
2
Evaluate the Current Situation
In order to effectively handle a weak
human resources manager, you need to make a disciplined effort to evaluate the
situation by looking at their performance as a whole and seeing how
it's negatively affecting the productivity of the workplace. Here are four
areas to focus on:
- Recruiting – Assess specific cases where
the HR manager went wrong; have they been consistently hiring ineffective
and under qualified staff?
- Communication – Ascertain instances
when the HR manager communicated poorly; are their conversations with
employees too convoluted and erratic?
- Organization – Review the HR manager’s
ability to properly organize; if asked to schedule a lunch, did everything
go well or was it an epic failure?
- Complaints – Evaluate any specific
complaints from employees and how they were handled; was every effort made
to bring proper restitution to the complaint or issue?
3
Make Any Necessary Changes
After you have determined the areas
where the HR manager is failing in his or her work performance, ascertain what
specific steps you will take towards improving the situation. Consider the
following:
- Written
Report –
As a manager or owner of the company, you are responsible for handling
issues with employee behavior. Your first steps should include objectively
reviewing the situation and then crafting a case-specific behavior report.
- Employee
Meeting –
give the HR manager a copy of your report and call a meeting to review it
and discuss the issues.
- Employee
Review –
after the meeting, craft a review of the issues discussed - taking
into account the HR manager’s perspective - and then provide the review
along with your decision.
- Re-evaluation – If you decide to give a
probationary period to work on workplace performance, schedule a
re-evaluation meeting to make a final decision.
- Termination – A decision to
terminate should be provided during the employee review or
re-evaluation.
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